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The University operates a 12-grade salary structure with a further five grades beyond this for senior staff and professors (SS0 to SS04). Each grade has provision for automatic annual increments up to the normal maximum of the grade. Annual increments recognise and reward the acquisition of skills, knowledge and expertise that come with experience in a job. It is expected that all Brookes staff will strive to achieve personal and departmental aims, and contribute to the overall success of the University.
Above the normal service maximum, each grade has a number of contribution salary points. The Achievement, Contribution and Excellence Awards are designed to reward and recognise colleagues who have made an exceptional contribution. These are awarded following a successful application to the ACE Panel, which meets annually, normally in March. (Note: the ACE awards replace the former CRSP scheme.)
Award of an ACE requires the submission of an application form demonstrating evidence of the candidate’s ‘exceptional’ contribution. The deadline for applications is normally the end of February.
In all cases, the application form must be endorsed and the contribution confirmed by the PVC/Dean or Director.
Additionally, departments may make smaller, more timely awards (£200 before tax in all cases) to recognise one-off, significant contributions at any time of the year. These are known as “Recognition Awards” (see below for further information).
HR will monitor applications and awards for ACE Points; and monitor the distribution of Recognition Awards to ensure equity and consistency of practice. An annual report will be produced and shared with faculties, directorates and the Joint Staff Committee.
Permanent addition of one salary increment: awarded to staff who have demonstrated a sustained exceptional contribution defined as a continuous exceptional contribution over and above that normally required of the post, spanning a period of not
less, and usually considerably more, than 12 months. Colleagues who are awarded a permanent ACE point will not be eligible to apply for a further permanent increment for two years after the award of the first. Further progression within the
contribution salary range may take place every two years and requires a short ‘further award’ application, setting out how the ‘sustained exceptional’ contribution has been maintained in the intervening period.
Non-recurrent increment: staff who have demonstrate an exceptional achievement may receive a lump sum equivalent to one increment (i.e. the difference between their current salary point and the next higher point on the grade). This might, for
example, be appropriate for a colleague who has done an exceptional job in completing a time-limited project, or managing a significant, unforeseen piece of work. (Note: in certain circumstances, e.g. where the staff member can demonstrate that the
payment of the award as a lump sum might affect other entitlements such as statutory benefits, the award may be paid as a temporary increase of one increment for 12 months.
Accelerated incremental progression: awarded to staff who demonstrate that they are acquiring the skills, knowledge and expertise of the role more quickly than would normally be expected and who are therefore making a more significant contribution
than other staff at the same stage of a career. If approved, the staff member will move up by one increment within the normal range
with effect from 1st April. Please note that if the next increment would otherwise be due soon after 1st April, the member of staff will only be financially better off for a short period of time.
The ACE scheme is designed to reward those colleagues who have:
The scheme should not be used to reward:
The broad criteria against which applications will be judged are:
These criteria will be interpreted as appropriate to the broad range of grades and types of role across the University.
The application should provide specific examples and relevant information related the criteria set out on the application form. It should indicate clearly why the contribution is considered to be exceptional and how it links to the objectives
within the Department, Faculty, Directorate or University in terms of:
Examples of some of the core academic activities in teaching and learning, enhancement of the student experience, research and administration which could be used by individuals or teams as evidence under the
appropriate criteria may be found here. Evidence should be given by the individual or team as to why their contribution in any particular areas is sustained and exceptional.
Applications are invited from:
Applications for permanent ACE points are invited from:
Applications for non-recurrent increments (one-off ACE points) are invited from:
Applications for accelerated incremental progression are invited from:
Applications for all types of award may be made by a team. In such cases, all team members must be included in the application (unless they are under formal disciplinary or capability processes) and the same criteria will apply.
Staff whose salary is currently protected, staff who are paid at the top ACE point of their grade, and staff paid at single, fixed-points are not eligible to apply for any type of award.
If you are unsure whether you are eligible to apply please contact your HR Business Partnership Manager, who will advise.
Any member of staff who believes they meet the eligibility criteria above may apply for an ACE award. Staff contemplating making an application are encouraged to discuss this with their line manager in advance, as they may be able to assist in making
an effective application
Line managers should review the list of all eligible staff provided by HR and may either encourage staff to apply or may nominate a staff member for an award. This may be appropriate for staff who are less comfortable completing written
application forms (or who are unduly modest). In such cases, the application form should be shared with and verified by the staff member concerned.
Applications should be made on the appropriate application form:
Please note: the application should focus on explaining how the staff member’s contribution or achievement relates to the criteria. NOTE: it is not necessary to provide evidence under every section of the form. Clear examples of a significant
contribution under two or three of the criteria are likely to be much more effective than spreading your evidence across all of the criteria.
The line manager should complete the section of the form to confirm that the applicant has achieved all their objectives; to indicate (with specific evidence relating to the criteria) whether or not they consider that the applicant’s contribution
has been exceptional and/or sustained; and to indicate whether or not they support the award of a ACE point.
Similarly, the PVC/Dean or Director should explain whether or not they consider that the applicant has made an exceptional and/or sustained contribution and whether or not they support the award of an ACE point.
All (fully completed) application forms should be received by HR (firstname.lastname@example.org) by the deadline of 8 February 2019.
Your department may set an earlier deadline to allow line managers and Deans/Directors time to complete the relevant sections of the form. Please check with your department what your local deadline is.
Confirmation of receipt of applications will be by email to the employee and copied to the line manager. Applications will not be accepted after the deadline.
Staff who do not have regular access to email may submit a hard copy for the application form to the HR Business Partnership Manager (Reward), HR Directorate, Wheatley Campus, Wheatley, OX33 1HX. Please check that your application has been received.