The current reward system for Heads of academic Departments states that, at the end of the three-year period in office, there will be a review of performance to determine the case for a salary increase. This opportunity for recognition is intended to cushion in part, the withdrawal of the temporary responsibility allowance and to ensure that those assuming the role do not suffer a salary disadvantage relative to other colleagues, through reducing their involvement in research and teaching.
The Process
1. In June, HR request an assessment of performance report from Deans, for all Heads of Department who will complete their full three years in office at the end of July in the same year.
2. The Dean’s report should be short (one side of A4 maximum), giving an overall rating of performance using the A, B, C rating system (see below) and should also include comments on contributions and achievements in the three areas of activity described in the job description:
- Academic management and leadership
- People management
- Resource management
As part of this assesment, Deans can request a self-report from the outgoing Head of Department.
3. Deans should send this report to Nick Thoume, Senior HR Assistant, Reward & Recognition.
4. The Vice-Chancellor will consider the rating and confirm the award with HR.
5. The salary increase will be effective from 1 August following the expiry of the 3 year term of office.
The Rating System
The rating scale is as follows:
A. Outstanding performance
B. Good performance
C. Did not consistently fulfil the requirements of the role
The expectation is that the majority of staff will have performed at least satisfactorily therefore attracting a B rating, whilst only a few will be assessed as exceptional. A Head of Department who consistently fails to meet expectations, is unlikely to remain in office for the full 3-year period, therefore the C rating should be used rarely.
The value attached to the ratings will be based on the incremental scales, thus providing permanent and pensionable salary uplift as follows: -
| Rating | Amount of salary increase for Lecturers/Senior Lecturers | Amount of salary increase for Professors |
|---|---|---|
| A | 2 Increments | ½ point of Professorial pay band |
| B | 1 Increment | ¼ point of Professorial pay band |
| C | No increase | No increase |
See also:
Head of Academic Department: Role & Major Areas of Responsibility.
Head of Academic Department: Development.
Catherine Hadwin
February 2011