Work streams, made up of staff from across the University, are making good progress on designing proposals for the next stage of the Reward Project.
The Reward Project aims to reward and recognise staff for their performance and contribution in pursuit of the University’s strategy, mainly through the updating of HR frameworks like appraisal and career pathways.
The project is currently being implemented for ERE (academic) staff levels 4 -7, and implementation for the remaining staff at levels 4-7 will commence from October 2015. This involves levels 4-7 in the Management, Specialist and Administrative (MSA), Technical and Experimental (TAE) and Community and Operational (CAO) job families.
Before implementation can happen, three work streams have been set up to design proposals. Twenty-seven people from all levels and a wide variety of areas of the University are involved in the work streams, which also include UCU union representatives.
Mary White from Finance (one of the work stream leads) said:
‘This has been a great opportunity for staff to get involved in shaping their future; I understand that volunteers for the work streams far exceeded the places available which just shows it is worth taking the time to involve people in this way’.
The work streams and their aims are:
Level 4-6 appraisal, led by Mary White, HR Lead Andrew Gameson
- Design a set of principles for a new appraisal framework, develop an annual appraisal timeline and identify areas of contribution for measuring performance for these staff groups.
Level 4-6 career pathways, led by Julie Fielder, HR Lead Sam Stark
- Review existing career pathways and propose changes to update them to reflect expectations of roles in the MSA, TAE and CAO job families at Levels 4-6, and review the way the career pathways are used and applied in the University.
Level 7 MSA (pay, pathways and appraisal) led by Prof Stephen Hawkins, HR Lead Lucie Reynolds
- Design a set of principles for pay progression at Level 7 for MSA staff, refresh the career pathway for Level 7 MSA staff, and review appraisal principles as defined by the appraisal work stream to ensure applicability to level 7.
What changes can staff expect to see at the end of the process?
Although the full detail has not been agreed, the expectation is that our appraisal framework will be improved; there is training for all and a clear and monitored timeline for completion. There will be more of a focus on future development for staff and a refresh of the career pathways to help those discussions.
For more information about the project and this next phase, please view the new page on the Project website.
Further communications will follow once the proposals from the work streams have been agreed.
Email us if any queries