How to contact us:  

Documentation and queries should be directed to:

Human Resources
Sardinia House (2nd floor)
London School of Economics
Houghton Street
London, WC2A 2AE

Email: Hr.Reward@lse.ac.uk|

Phone: +44 (0)20 7955 6217
Fax: +44 (0)20 7242 3967

Academic Staff Reward Committee (ASRC, including ASRC Senior)

Summary of Dates and Deadlines 2013-2014|

Academic Staff Reward Process 2014 - timetable|

Note: the term ‘manager’ has been used to encompass Heads and Directors 

1. Policy Statement 

1.1 The School is committed to recognising and rewarding the exceptional contribution and outstanding performance of individual members of staff towards the furtherance of the School's objectives. 

1.2 These Guidelines| are intended to encourage consistency in the application of contribution reward, by providing clear Guidance to managers about criteria and related considerations.

1.3 Managers| are reminded that they are expected to engage in regular review of the performance and contribution of their staff in order to enable those cases which meet the relevant criteria to be put forward to the ASRC, supporting the fair distribution of contribution payments. 

1.4 Career Development Meetings, although independent from the contribution reward process, are a useful tool in evidencing contribution and achievements and can be used to support managers' submissions to the ASRC.

1.5 Human Resources is responsible for disseminating this Guidance within the School, and for supporting its implementation by encouraging managers and staff to act in accordance with it as set out below.

2. Definition of Contribution Pay

2.1 Contribution pay is used to recognise and reward demonstrated cases of outstanding performance and exceptional contribution by members of staff, which exceed the normal expectations for fulfilment of the responsibilities of the relevant role and salary band. Contribution reward is one way in which the School recognises excellence and the commitment and professionalism of staff. 

2.2 The School's arrangements for contribution reward should be understood within the overall context of the quality of staff employed by LSE and the School's commitment to a high-performing culture|. The School expects that all staff should be performing at a level commensurate with the normal expectations for the role and salary band. It follows that meeting normal School expectations as set out in the role profile will not, of itself, justify a case to be made for a contribution award. 

2.3 It follows that assessment by managers of individual contribution(s) should be clearly related to institutional objectives – whether at the local, i.e. department/centre, or School level; and should recognise those achievements and activities which contribute to the continuing success of the LSE.

2.4 The Contribution pay budget in any one year for contribution reward is determined by the Finance Committee on the recommendation of the Remuneration Committee, taking into account the School's overall financial position and projected expenditure. Contribution reward is not a contractual benefit and the School reserves the right to modify or suspend the process should the School's financial circumstances so dictate.  

3. Principles of the ASRC

3.1 There are two committees: ASRC and ASRC (Senior). The latter exists to consider contribution pay for Professors (NAC, pre-NAC and in Practice) and Professorial Research Fellows while the former considers all other categories of academic staff: Salary Bands 7-9 (Lecturers, Senior Lecturers, Readers); non-professorial academic staff in NAC Salary Bands (Assistant Professor, Associate Professor); research staff in Bands 6-9 (Research Officer, Research Fellow, Senior Research Fellow, Principal Research Fellow); Teaching-only staff, and LSE Fellows (Salary Bands 5 and 6).

3.2 For Guidelines applying to contribution reward for professional services staff in Bands 1-10 see the Guidelines of the Professional Services Staff Contribution process (PSSC).

3.3 All contribution reward is discretionary. Awards are applied in the form of one or two additional increments or lump sum payment.

3.4 All contribution reward will be applied prospectively – i.e. there is no backdating of awards.

3.5 Contribution reward will be applied at the level of the individual staff member, rather than at the level of group, centre, department or institute. 

3.6 Managers should take departmental/divisional salary relativities into account when considering their submissions. Salary information below the (Full) Professorial level will be made available to managers by Human Resources.

3.7 The Committee will not expect to receive submissions from managers for staff within their first year of appointment at the School on the grounds that insufficient time will have elapsed in which to assess the level of individual contribution and performance, and many staff will anyway benefit by receiving an automatic incrementation as they develop in their role. 

3.8 Members of staff who are under consideration by the Promotions Committee for promotion to Professor, which if successful would take effect from 1 August of the same year, will be required to submit their first Professorial contribution statement in the session following promotion. NOTE: Those members of staff whose promotion to Professor took effect from 1 January 2014 will be required to submit their first Professorial contribution statement this session.

3.9 The ASRC would not normally expect to be asked to consider a recommendation for enhancement of reward beyond the standard level in the same year as Major Review or promotion.

3.10   Members of staff on academic leave (sabbatical/buyout) are expected to complete a contribution statement. Information on the purpose of the leave and intended outputs should be included in the contribution statement.

3.11   Members of staff whose contract is ending in the current session are not required to submit a contribution statement.

3.12   Emeritus Professors, Centennial Professors and all other visiting academic faculty are not required to submit a contribution statement.

3.13   The Committee will be prepared to consider applications for the same individual in successive years only in exceptional circumstances on the grounds that the last award was in the context of an expectation of continued performance at the same level. It follows that evidence used in successful applications should not be used as the basis for justifying further awards.

3.14   The ASRC would not normally expect to be asked to consider recommendations based primarily on academic office-holding, on the basis that this aspect of School service is remunerated separately at a level appropriate to the responsibilities of each individual office. The Remuneration Committee reviews the remuneration associated with academic office-holding on an annual basis.  

3.15   An application for an award under this policy is not an appropriate way to recognise long service at the School prior to retirement.  

3.16   ASRC reserves the right to agree the mode of award and is not bound to agree an award in the form recommended by the manager.

3.17   ASRC retains the right to seek additional information/further clarification from managers in cases where it is felt that the initial submission does not appear to satisfy the criteria for an award, or support the level of award proposed.

3.18   ASRC expects that managers will in order to prevent disappointment, maintain discretion with regard to nominations for awards and keep those details confidential (from the nominees).

4. Criteria

4.1 Contribution pay is used to recognise and reward demonstrated cases of outstanding sustained performance and exceptional contribution by members of staff, which exceed the normal expectations for fulfilment of the responsibilities of the relevant role and grade. It follows that meeting normal School expectations as set out in the relevant role profile will not, of itself, justify a case to be made to the ASRC.

4.2 Submissions to the ASRC should provide evidence of outstanding contributions to the following areas where relevant to the staff member’s contract, such as:

Research

  • The candidate’s research outputs
  • The candidate’s reputation of research and scholarship
  • Evidence of a sustained research programme and peer reviewed publications of outstanding quality
  • The candidate's significant intellectual and professional contributions
  • The receipt of external research grants, and management of research projects
  • Knowledge transfer, public engagement and impact

Teaching Quality and Commitment to the Student Experience

  • Evidence of outstanding teaching UG, PGT (particularly in relation to large compulsory courses) and/or PGR
  • Leadership and management of teaching programmes /large courses
  • Programme and course development
  • Mentoring others in good teaching practice
  • Innovation in pedagogy

Citizenship

  • Departmental administration, leadership and management
  • Supporting the manager and the Departmental Development Plan
  • Mentoring junior colleagues
  • School-wide service – e.g. participation in School committees
  • Student facing – open days, widening participation
  • Contributions to professional associations and Learned Societies
  • Participation in work of Research Councils, Foundations etc
  • Editorships
  • Ambassadorial roles for the School, alumni events

5. Procedures

5.1 All submissions to the ASRC are made on the basis of a recommendation from the manager. The procedures do not permit staff to submit their own proposals.

5.2 Where a member of staff has taken sabbatical leave in the last year, information on the purpose of the leave and output(s) should be detailed in the manager’s submission. 

5.3 The ASRC will also be presented with School student survey results collated by the TQARO for the current and preceding session. 

5.4 Managers are requested to rank their nominees in order of preference where more than one recommendation is submitted.

5.5 The timetable for completion of forms and submission is below, Annex A.

5.6 Copies of the relevant forms can be found below at Annex B.

6. Types and Effective Date of Awards

6.1 The Remuneration Committee has agreed that its Sub-Committees should operate to the target set by Finance Committee of a split between recurrent/non-recurrent awards (see definitions below). 

Recurrent Awards (Increments)

6.2  The standard level of reward is one additional increment, which is consolidated into basic salary.


Non-Recurrent Awards (Lump Sums)

6.3 Lump sums awarded by the ASRC will normally be in multiples of £500 up to a maximum of the equivalent of two increments.

Notification of awards

6.4 Members of staff will be notified of contribution awards in writing, copied to managers.

6.5 Where the ASRC is unable to support an award, the manager will be notified in writing, and informed of the Committee's reason(s). The Committee would not normally expect the case to be submitted in the following year on the same ground(s). 

6.6 All decisions of the ASRC are final. There is no right of appeal. 

Effective Date for Awards

6.7 All contribution reward will be applied prospectively – i.e. awards are not backdated. All payments will be subject to National Insurance and tax deductions.

6.8 Non-recurrent awards will normally be paid in the July payroll.

6.9  The effective date for recurrent awards agreed in the current session will be the following 1 August.

7. Monitoring/Issues of Equity

7.1   The School is committed to monitoring and evaluating its reward procedures and activities to ensure consistency, equity and fairness.

7.2 The Committee will keep the pattern of applications and awards across and within departments/services under review in the context of equitable treatment and promoting diversity, and to ensure that there is no adverse impact or detriment to any staff group as a consequence of School policy and procedure.

7.3 The Committee reports annually to the Remuneration Committee on individual decisions and policy. The Remuneration Committee can also initiate its own investigations in the event that it decides there are any issues which require further investigation.

7.4 Anonymised data from the annual contribution pay round will be published for information on the Human Resources webpages.

8. Appeals

8.1  The decision of the Committee is final. 

Academic Staff Reward Process 2014 - timetable

New Academic Career (NAC)

Staff

Staff form

Deadline for completed forms to be received by the manager

Deadline for returns from manager to HR

Full Professors

Form 1|

12:00, Tuesday 6 May

12:00, Monday 19 May

Assistant and Associate Professors

Form 3|

12:00, Monday 19 May

12:00, Monday 9 June

 

 

Non-NAC

Staff

Staff form

Deadline for completed forms to be received by the manager

Deadline for returns from manager to HR

Professors, Professorial Research Fellows

Form 1|

12:00, Tuesday 6 May

12:00, Monday 19 May

Lecturers, Senior Lecturers, Readers

N/A

N/A

12:00, Monday 9 June *

Research Officers, Research Fellows, Senior Research Fellows, Principal Research Fellows

N/A

N/A

12:00, Monday 9 June *

Teaching-only staff (Course Tutors), LSE Fellows

N/A

N/A

12:00, Monday 9 June *

* Managers should complete Form 2| for Lecturers, Senior Lecturers, Readers, Research Officers, Research Fellows, Senior Research Fellows, Principal Research Fellows, Teaching-only staff (Course Tutors), LSE Fellows.

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