Understanding Progression
A guide to the Policy and Procedures for
Accelerated Incremental Progression and
Discretionary Progression
University of Gloucestershire
in partnership with the Common Interest Groups
(UCU, UNISON,
Management Common Interest Group)
March 2008
1.
Overview
This document summarises the arrangements for accelerated incremental
progression and discretionary progression agreed with the Common Interest Groups
to implement the national pay ‘Framework agreement’.
These arrangements supersede the previous arrangements for accelerated
incremental progression.
The complete details are given in Section 2.5 of the Personnel Handbook ‘Grading,
Regrading and Progression Procedures’.
2.
Policy and Definitions
Normal progression is the awarding of annual increments within the grade to the
contribution threshold to reflect increasing experience. This applies to all members of
staff including those on hourly paid contracts of employment. The incremental date is
the 1 August.
Accelerated incremental progression is the awarding of an additional increment or
increments within the existing grade up to the contribution point threshold, as a result
of a particularly high level of achievement. All members of staff may apply for this
including those on hourly paid contracts of employment. There is no restriction on
the current spine point position when making an application. An application for
accelerated incremental progression may not be combined with an application for
discretionary progression in the same year.
Discretionary progression is the awarding of an additional increment or increments
above the contribution threshold, against agreed criteria. All members of staff may
apply for this including those on hourly paid contracts of employment. Only members
of staff who have been on the top spine point of their current grade for at least one
year on 1 August following their application are eligible to apply.
Application for accelerated incremental progression and discretionary progression
should be made by 30 April Any increments awarded will be paid from 1 August.
A diagram of the grading structures aligned to the spine points, showing the
contribution points above the top of a grade is given in Appendix A of this guide.
There are a maximum number of contribution points defined for each grade.
The values of the incremental points on the single pay spine are given in Appendix
13.7 of the Personnel Handbook.
All applications for accelerated incremental progression and discretionary
progressions will be considered by a Progression Panel. For Professors and
Readers this Panel is the Professorial Board.
Page 2 of 6
March 2008
3.
Accelerated Incremental Progression
The overall criterion for accelerated incremental progression is the demonstration of
a particularly high level of achievement in carrying out the duties related to the
position held. This should be demonstrated by reference to the job description, or the
academic role profile for the post. It may include the successful completion of a
relevant training and development programme, the award of a relevant
qualification(s), or gaining and applying relevant skills.
The number of incremental points to be awarded will depend upon demonstration of
the range and depth of the achievement, taking into account the current position on
the spine points within the grade.
For Professors and Readers details of the criteria are given in Sections 1.15 and
1.19 of the Personnel Handbook respectively.
If you are a member of staff on an Academic Contract, there are particular
arrangements in relation to your contract which you may need to reference.
Academic staff duties and Academic role profiles are described in Sections 1.7 and
1.17 of the Personnel Handbook respectively.
4.
Discretionary Progression (Contribution Points)
The purpose of discretionary progression beyond the contribution threshold for the
grade of the post or role is to reward individuals whose contribution, on a sustained
basis, significantly exceeds that normally expected in the post or role and thereby
shows evidence of particular success, effectiveness and merit.
Your achievements, either as an individual or as a successful team member, need to
be demonstrated in an open and transparent way. All relevant aspects of your role in
the institution will be considered.
The number of incremental points to be awarded will depend upon demonstration of
the range and depth of the achievement within the maximum number of points which
can be awarded at the top of each grade.
If you are applying for discretionary progression, you must relate your application to
the criteria given in the relevant appendix to Section 2.5 of the Personnel Handbook
as detailed below.
Appendix 4 if you are a member of staff on an Academic Contract (including
Professors and Readers, who should also refer to Sections 1.15 and 1.19 of the
Personnel Handbook respectively);
Appendix 5 if you are a member of staff on a Support Staff Contract;
Appendix 6 if you are a member of staff on a Senior Management Contract.
March 2008
Page 3 of 6
5.
Supporting Documentation to the Application
Application for accelerated incremental progression and discretionary progression
should be made on the appropriate form. You must attach your job description, or
relevant role profile if you are an academic member of staff. You are advised to limit
your application to about 2 sides of A4 focussing on the criteria.
Before submitting an application, members of staff are advised to discuss their
application with their line manager or other appropriate manager. If you do not wish
to do this, you should consult the Human Resources Department before making the
application.
6.
Timetable
Applications should be made by 30 April and it is expected that outcomes will be
determined by 30 May.
7.
Further Information
Further information is available in the Personnel Handbook. In particular:
Section 1.15 Procedures for the Appointment of Professors
Section 1.17 Academic Role Profiles and Special Roles Arrangements
Section 1.19 Procedures for the Appointment of Readers
Section 2.5 Grading, Regrading and Progression Procedures
Section 1.7 Guidelines for the Determination of the Duties of Academic Staff
(Lecturers, Researchers and Managers)
Appendix 13.6 Grading, Regrading, Promotion and Progression Policy
Appendix 13.7 Salary Scales and Extended Single Pay Spine
The Personnel handbook is available on the web at
http://www.glos.ac.uk/departments/personnel/phbk/index.cfm
If you need a printed copy please contact the Human Resources Department.
Page 4 of 6
March 2008
Appendix A
Spine Points, Grading Structures showing Contribution Points
Local
extension
National
model
with agreed
modifications
to grades
3, 4, 5, 6
March 2008
Spine
Point
79
78
77
76
75
74
73
72
71
70
69
68
67
66
65
64
63
62
61
60
59
58
57
56
55
54
53
52
51
50
49
48
47
46
45
44
43
42
41
40
39
Grade Structure
CP
CP
Grade 16
CP
CP
Grade 15
CP
CP
Grade 14
CP
CP
Grade 13
CP
CP
Grade 12
CP
CP
Grade 11
CP
CP
Grade 10
CP
CP
Grade 9
CP
CP
CP
Grade 8
Page 5 of 6
38
37
36
35
34
33
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
(grade 8 cont)
CP
CP
CP
Grade 7
CP
CP
CP
Grade 6
CP
CP
Grade 5
CP
CP
Grade 4
CP
CP
Grade 3
CP
CP
Grade 2
CP
Grade 1
CP = Contribution
Point
Progression
threshold
Page 6 of 6
March 2008