Note: This guidance is in the process of being revised, as the consideration of contribution awards for research and teaching staff – previously considered by the Academic Support Research and Teaching Contribution Committee – is transferring to the Academic Staff Reward Committee.
The information for the 2014-2015 session has not yet been finalised. Should you have any queries please speak to your Head of Department / Centre Director in the first instance. Should you need to speak to Human Resources urgently, please do not hesitate to contact us using the details on the left hand side.
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 Heads of Department / managers and staff about criteria and related considerations.
1.3 Heads of Department / 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 Academic 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 Heads of Department / 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 Heads of Department / 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 Heads of Department / managers of individual contribution(s) should be clearly related to institutional objectives – whether at the local, i.e. department/division, 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 These Guidelines apply to non-professorial academic staff in Salary Bands 7-9 (Lecturers, Senior Lecturers, Readers) and LSE Fellows (Salary Bands 5 and 6).
3.2 For Guidelines applying to contribution reward for staff in Band 10 see the Guidelines of the Academic Staff Reward Committee (ASRC-Senior).
3.3 For Guidelines applying to contribution reward for academic support staff in Bands 1-9 see the Guidelines of the Academic Support Staff Contribution Committee (ASSC).
3.4 All contribution reward is discretionary. Awards are applied in the form of one or two additional increments or lump sum payment.
3.5 All contribution reward will be applied prospectively – i.e. there is no backdating of awards.
3.6 Contribution reward will be applied at the level of the individual staff member, rather than at the level of group, centre, department or institute.
3.7 Heads of Department / managers should take departmental/divisional salary relativities into account when considering their submissions. Salary information will be made available to Heads of Department / managers by Human Resources.
3.8 The Committee will not expect to receive submissions from Heads of Department / 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.
3.9 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 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.
3.11 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.
3.12 An application for an award under this policy is not an appropriate way to recognise long service at the School prior to retirement.
3.13 The ASRC will reserve the right to agree the mode of award and is not bound to agree an award in the form recommended by the Head of Department / manager.
3.14 The Committee retain the right to seek additional information/further clarification from Heads of Department / 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.
3.15 Heads of Department / managers may use their discretion to decide whether, to prevent disappointment, nominations for awards should be kept confidential from the nominees.
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 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 teaching quality, research output and/or citizenship, which may be evident in some of the following.
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
Departmental administration, leadership and management
Supporting the Head of Department and the Departmental Development Plan
Mentoring junior faculty
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
Ambassadorial roles for the School, alumni events
The candidate’s research outputs
The candidate’s reputation of research and scholarship
Evidence of a sustained research programme and peer reviewed publications of good quality
The candidate's significant intellectual and professional contributions
The receipt of external research grants, and management of research projects
4.3 Where there is evidence of a retention threat, such cases will be treated by the Committee as exceptional and can only refer to a specified individual. Offers from the commercial sector are not deemed relevant in this context.
5.1 All submissions to the ASRC are made on the basis of a recommendation from the Head of Department. The procedures do not permit staff to submit their own proposals.
5.2 Applications are considered on a competitive basis. Whilst the Committee does not operate a cap or quota system in regard to the number of submissions that individual departments may submit in any one year, particular attention should be paid to the NPCC criteria as set out above.
5.3 Heads of Department should submit their recommendations in the form of:
The ASRC Form: providing a full justification for the recommendation citing relevant examples as evidence of meeting the criteria set out above.
5.4 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 Head of Department's submission.
5.5 The ASRC will also be presented with School student survey results collated by the TQARO for the current and preceding session.
5.6 Heads of Department are requested to rank their nominees in order of preference where more than one recommendation is submitted.
6. Deadline for ASRC submissions
6.1 The deadline for receipt of NPCC submissions in the current session can be found on the Human Resources webpages.
7. ASRC meeting date
7.1 The date for the ASRC's annual meeting to consider contribution reward for submissions put forward in the current session can be found on the Human Resources webpages.
8. Types and Effective Date of Awards
8.1 The Remuneration Committee has agreed that its Sub-Committees should operate to the target set by Finance Committee of a 70/30 split between recurrent/non-recurrent awards (see definitions below).
Recurrent Awards (Increments)
8.2 The standard level of reward is one additional increment, which is consolidated into basic salary.
Non-Recurrent Awards (Lump Sums)
8.3 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
8.4 Members of staff will be notified of contribution awards in writing, copied to Heads of Department.
8.5 Where the ASRC is unable to support an award, the Head of Department 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).
8.6 All decisions of the ASRC are final. There is no right of appeal.
Effective Date for Awards
8.7 All contribution reward will be applied prospectively – i.e. awards are not backdated. All payments will be subject to National Insurance and tax deductions.
8.8 Non-recurrent awards will normally be paid with the payroll in the month following the ASRC's annual meeting.
8.9 The effective date for recurrent awards agreed in the current session will be the following 1 August.
9. Monitoring/Issues of Equity
9.1 The School is committed to monitoring and evaluating its reward procedures and activities to ensure consistency, equity and fairness.
9.2 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.
9.3 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.
9.4 Anonymised data from the annual contribution pay round will be published for information on the Human Resources webpages.
10.1 The decision of the Committee is final.