Reward & Recognition Policy
Policy Summary
The Reward and Recognition Policy provides guidance on the overall principles of the Reward and Recognition processes within QMU.
Policy Owner: Human Resources
Approved By: Executive Board - 23rd January 2013
Equality Impact Assessed: 6th November 2012
Date of Issue: 6th November 2012
Review Period: Annual or as required by legislation
Last Review Date: November 2019
1.0 Introduction
QMU is committed to the career development and progression of its staff whilst recognising excellence. The University is also committed to rewarding staff fairly and openly in line with criteria that supports the achievement of our University Strategy and Delivery Plan objectives.
2.0 Policy Aims
The University wishes to attract and retain high quality staff and has implemented this policy in support of these commitments.
The main aims of the policy are described below:
- Ensure the University attracts and retains high quality members of staff
- Ensure all members of staff have equal access to career development and progression
- To support the development of the University in line with its strategy and delivery plan objectives
- Ensure the University is compliant with legislation particularly equal pay for work of equal value
The Reward and Recognition Policy is supported by the following sub-policies and procedures:
- Senior Management Remuneration Committee
- Professorial Review Policy
- Academic Promotions Policy
- Contribution Pay Policy
Employees are able to apply for one type of award only in each Reward and Recognition cycle.
3.0 Policy Cycle
The Reward and Recognition process is normally conducted on an annual basis, subject to instruction from the Senior Management Team that the process can commence.
4.0 Equality, Diversity and Inclusion
QMU is committed to equality of opportunity for all its staff and the terms of this policy and its supporting procedures and guidance notes are designed to ensure the fair and transparent treatment for all staff irrespective of age, race, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, sexual orientation, religion or belief, gender or contractual status. A review of the Equality Impact Assessment is undertaken on this policy and the supporting sub-policies each time they are reviewed and updated.
5.0 Scope of the Policy
This policy applies to all members of staff with a minimum of twelve months continuous service.
Senior staff who are not part of the University’s pay and grading structure are covered by separate reward and recognition policies.
6.0 Roles and Responsibilities
The University has developed structures to support the application of this policy and information on roles and responsibilities is set out below:
Senior Management Team:
· Set the overall framework for the reward and recognition of all staff
· Initiate the Reward and Recognition process, normally on an annual cycle
· Provide leadership for the implementation of this policy across the University and in each of their areas of responsibility
Human Resources:
· Facilitate the application of all Reward and Recognition policies
· Provide appropriate management information required to facilitate effective decision making
· Implement decisions reached at Reward and Recognition Committee meetings
· Provide advice, support and guidance on the application of the Reward and Recognition policy and sub-policies
Reward and Recognition Committee:
· Approve or decline applications for Academic Promotion and Contribution pay
Information on current membership of the Reward and Recognition Committee can be found in Appendix one.
7.0 Data Protection Act
All information processed as part of the implementation of this policy is processed in accordance with General Data Protection Regulations (GDPR). This includes the processing of sensitive personal data. Records are held and maintained in accordance with Data Protection principles.
8.0 Monitoring and Review
Human Resources is responsible for monitoring the effectiveness of this policy and supporting procedures. The policy will be reviewed annually in accordance with Human Resources policy review principles.
Appendix 1: QMU Reward and Recognition Committee Membership 2021/22
Reward and Recognition Committee:
Sir Paul Grice: Principal and Chair
Prof Richard Butt: Deputy Principal
Irene Hynd: University Secretary
Malcolm Cutt: Director of Operations and Finance
Steve Scott: Director of Campus and Commercial Services
Angela Smith: Head of Human Resources & Secretary to the Committee
