Academic Staff Agreement 2009
General Staff Agreement 2009
Policy
Employees, subject to satisfactory performance and according to Professional Development Review procedures, will proceed by annual increment through the salary range appropriate to the classification of the position occupied, to the maximum of the range.
The University may, in exceptional circumstances, advance an employee more than one increment or grant a special increment or increments in the salary range appropriate to the classification of the position occupied.
Supervisors are strongly encouraged to seek assistance from Employee Relations and Management Services in circumstances where, they believe, it is appropriate to withhold an increment.
Academic Staff
For incremental purposes performance is to be assessed on factors concerned with the level of teaching and research which is appropriate to the level of the appointment e.g. Lecturer, Senior Lecturer.
Payment of an increment would only be refused where the Supervisor has advised the staff member in writing at least 6 months prior to the due date that performance is such that payment of the increment is not warranted.
The advice must be in writing and detail the basis for withholding an increment. The employee must also be given the opportunity to raise any mitigating circumstances or any ongoing academic/professional development issues of which the supervisor may not be aware.
If matters of concern occur within 6 months of the due date of the increment, payment will be deferred for the period necessary to allow 6 months between identification and payment.
Where an increment is refused the employee may seek a formal review of the decision by the Dean. If a further appeal is necessary, this will be made to the Senior Deputy Vice-Chancellor (or nominee), and the Director, Human Resources.
If the matters of concern are satisfactorily resolved within the 6 months period then payment of the increment will be made retrospective to the original date.
General Staff
Supervisors should discuss the employee’s performance of duties at least 1 month before an increment is due.
Employees will be counselled by their supervisor if deferment is recommended and provided with written reasons for deferment and the steps to be undertaken to improve their performance.
Employees have the opportunity to reply in writing and have their reply considered by the Director, Human Resources. Any deferment of increment will be considered by the Director, Human Resources, with consultation between the Director, Human Resources and the Head of School.
Decisions to defer an increment shall be reviewed within 4 months from the date of deferral.
Any subsequent approval for payment on an increment will be effective from the date of approval with all future annual increments becoming due on the original anniversary date.
An employee’s increment date will change only if they are appointed to a vacant position at a higher level, reclassified to a higher level or have periods of leave without pay in excess of 14 calendar days.
Related Information
Unsatisfactory Performance (Academic)
Position Classification Standards (Academic)
Position Classification Standards (General)
Professional Development Review
Unsatisfactory Performance and Misconduct (Other than Academic)
Procedures
- HR Services regularly send a report to the appropriate Head of School, or equivalent, by envelope marked Direct and Confidential advising them of employees who have appointments with an increment date due within approximately the next 2 months. Increment information can also be accessed through the Staff List report in Human Resources Departmental Reports (Web Reports)
- The Head of School should consult with the supervisor of the employee/s who have an increment review due. The purpose of this consultation is to ensure the supervisor is aware of their obligations to undertake a review
- The supervisor must discuss with the employee their performance and advise them of the recommendation
- The supervisor must provide formal notification to the employee if the increment is to be withheld
- The supervisor must advise HR Services of either payment or deferral of the increment at least one month prior to the due date of the increment
- If an increment is to be withheld supporting documentation must be provided to the Director, Human Resources, M350, no later than one month prior to the due date of the increment
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