Recognition and Reward PSS Conference January 2014

Session aims ………………. –To provide the background to the need for change and a new approach –To provide an overview of current reward / recognition schemes across the University –To present the new Recognition Scheme and to gain initial feedback before its launch on 27 January 2014 –To raise understanding of the differences between the new Recognition Scheme and the Rewarding Exceptional Performance Procedure

Why Change…………………………… Staff Survey Results 85% of colleagues feel the University acts fairly with regard to recruitment 82% feel the University offers a good pay and benefits package 56% of colleagues think “the University acts fairly with regard to rewarding exceptional performance” (within PSS the level is 52%). Comments from the 2013 PSS Conference suggest managers also struggle with the current scheme.

Work undertaken in 2013 PSS Staff Survey Action Plan Group set-up Lita Denny (RBESS), Alex Gribbin (Development & Alumni), Carla Cameron (HR) asked to lead on the PSS level Action Plan for Recognition & Reward Review of Staff survey and PSS conference 2013 comments Review of the existing policy and process for Rewarding Exceptional Performance Meetings with HR colleagues (Director, HR lead for Reward & Recognition) Report delivered to the PSS Staff Survey Working Group and Director of HR in December Action Plan to be agreed

Recognition ……………….. New approach to Recognition developed by Director of HR for introduction across PSS Approach presented to Senior Leadership Team for University wide application (October 2013) – Approved Working Group established Chaired by Director of HR with representatives from: PSS Staff Working Group Communications HR Policy and Reward IT Services Group developed the procedure, systems and governance arrangements New Recognition Procedure to be launched 27 January 2014

Overview of Current Reward and Recognition across the University -Rewarding Exceptional Performance Policy -Distinguished Achievement Awards -Teaching Excellence Awards -Long Service Awards -Social Responsibility & Volunteer of the Year Awards -Manchester Beacon Recognition Awards

Key Features of the New Recognition ”Thank You Scheme”... Applies to all staff across the University Instant and spontaneous recognition Can be team or individually based Anyone can use the Scheme to “thank” a colleague using a “thank you” / “e thank you” card Events / gifts require approval and recording – university is paying the income taxes Recognition can range from a meal for two, bottle of wine, a days annual leave Management and governance is local – keeping it simple Managed through own budgets Quarterly reporting to the HR Directorate Review after 1 year of operation

Key Features of Rewarding Exceptional Performance Procedure Annual Can be team / individual based Not instant / spontaneous Application process Panel judgements – also involves managers external to the function Uneven distribution of reward across the grade No peer to peer recognition

Groups to consider …………………. Feedback on University wide Recognition Scheme –What do you like / do not like about the new approach? Rewarding Exceptional Performance –What are the key features of “exceptional performance”? How do you recognise and reward your staff? –Is there anything else we should be considering in order to recognise and reward performance / contribution / achievement?