Reward & Recognition Scheme

Reward and Recognition Scheme

The University has in place a reward and recognition scheme for academic-related and support staff.  The Scheme has two elements:

1. an annual gathered field review, the ‘Awards for Excellence Scheme’, at departmental level, awarding incremental payments within a simplified framework (a non-pensionable lump sum to the value of one increment, or a pensionable advancement to the next point on the incremental scale);
2. a ‘Recognition Scheme’, under which smaller, more timely awards (£200 before tax in all cases) can be made at departmental level to recognise ‘one-off’, outstanding contributions at any time of the year.

Awards for Excellence Scheme : scheme now closed for 2023 nominations (deadline 31 May 2023).

The purpose of the Awards for Excellence Scheme is to recognise staff contributions to the work of the University and to reward exceptional individual contributions, (based on performance during the 12 months to 30 April 2023).  All eligible staff should be reviewed as part of the department’s annual gathered field exercise.  Note that this is the only mechanism for awarding incremental progression for individuals who are at the top of the scale bar or in the discretionary pay range for the grade.

Line managers should conduct an initial review of all the staff they manage against the criteria for awards.   The scheme is designed to reward employees who:

• have performed well in all the key areas of their jobs; and
  

• have consistently demonstrated exceptional performance, significantly above that which might reasonably have been expected for their grade, or

• have demonstrated an exceptional commitment to a value or behaviour framework, through examples provided against the expected behaviours

We are aware of the additional work colleagues have done related to calls for racial justice and greater attention to diversity which were amplified at the start of the pandemic, and to the ways that colleagues stepped in to support each other to manage workloads and our wellbeing during this difficult time.  We also know of many innovative responses to problems and challenges encountered during the pandemic. These contributions are feeding into our departmental work on our values and expectations.  AS last year, this year we are keen to reward those who have exhibited excellence related to the following:

1. Diversity and inclusion;
2. Innovative working (this can be research, teaching and/or professional service) ;
3. Workloads and Wellbeing

Some examples of what could be rewarded are:

1. Activities and/or behaviours that demonstrate practical, positive impacts on diversity and inclusion in the department; maintaining positive, respectful and inclusive relationships with colleagues, showing leadership in promoting inclusive and anti-racist behaviour, involvement in department-wide activities to address equality (e.g. the Anti-racism reading group, or specific Athena Swan actions);
2. Demonstrating problem solving and flexibility of approaches to work especially with remote/hybrid working, finding more efficient, cost-effective ways of doing things; attending to sustainability and impact; finding ways to work better
3. Working co-operatively and supportively with colleagues and ensuring fair distribution of workloads; supporting wellbeing; being encouraging and not judgemental; active leadership and participation in wellbeing initiatives and activities;

The scheme should not be used to specifically to reward the working of long hours; for those required to work above their grade; or for retention purposes.  Please discuss with Clare Wickings if any of these situations apply as there are other ways of addressing them.

Where someone has been re-graded to a higher grade within the performance year, the panel would expect any recommendation for Reward for Excellence to include clear evidence of a particularly exceptional performance over and above the assumption of additional duties that resulted in the re-grade (i.e. we must not reward the same evidence twice).

Individuals can also self-nominate, but must discuss with their line manager before they do so.

To submit a nomination, please complete the appropriate nomination form below and send it, with appropriate signatures, to HR@phc.ox.ac.uk by Wednesday 31 May.  Please read the further information on the scheme before submitting a nomination.

If you have any queries on any aspect of the scheme, please contact Clare Wickings.

Nominations will be considered by a department panel, comprising Catherine Pope (Chair), Nicola Small,and other membes tbc. Line managers and individuals will be notified of the outcome in July. Payments will be made with effect from 1 August 2023.

To be eligible for the scheme, individuals must have been in post for at least 6 months.  There are some exclusions to eligibility which are outlined in the online guidance

Please note that we are restricted in the total costs of awards we can make (0.35% of the department’s total pay bill), so only a small proportion of staff (up to 10%) will receive awards. 

Documents:

1. Awards for Excellence Scheme Criteria
2. NDPCHS Manager Nomination Form - Award for Excellence
3. NDPCHS Self Nomination form: Award for Excellence
4. Awards for Excellence Statistics

RECOGNITION SCHEME

The recognition scheme is to facilitate timely recognition of one-off contributions or examples of high performance by individuals or teams at any time in the year. 

Nominations need to be made by managers using the form below.  Please email completed forms to hr@phc.ox.ac.uk.  Decisions are made by the Head of Department, Richard Hobbs.  The recognition award will be £200 in all cases.

NDPCHS Recognition nomination form