Professional Services Reward & Career Development Workshop
Explore the possibilities of rewards such as regrading and contribution awards for career advancement in the professional services field. Learn about lump sum and sustained excellence awards, making a strong case for recognition, regrading job descriptions, and examples of performance criteria. Enhance your understanding of promotions and sustained excellence contributions for grades UE01-UE09.
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Professional Services Reward & Career Development Workshop
Reward Possibilities: Regrading (promotion): Contribution Award: moving to a higher grade 2 types: Lump Sum and Sustained Excellence https://www.ed.ac.uk/human-resources/pay-reward
Contribution Awards A reward for excellent work within the parameters of your grade Lump Sum Award all staff eligible Single exceptional contribution, significantly over and above the normal expectations for the role, rewarding a one off task or project. Award range ( 200- 2,000)
Sustained Excellence Contribution Award: Grades UE01-UE09 eligible Not ready for promotion to next grade Sustained excellence contribution, over and above the normal expectations for your role, with expected continuation at that level 1 or 2 additional increments on the UoE salary scale
Making a good case Perform over and above your job description Not about simply doing your current job to an excellent standard Make a detailed case use facts and figures Clearly show evidence of your contribution to your department what has your impact been? Avoid jargon and generic phrases
Regrading Job Descriptions are matched against UoE grading profiles the job is graded, not the post holder! Responsive Regrading done for all new jobs. If existing then it usually as a result of business changes/restructure Periodic Review of Grades (otherwise known as Promotion!)
Examples of Performance Criteria UE06 Roles at this grade will be providing advice and support based on a detailed understanding of methods, systems and procedures gained through significant practical experience and/or formal training. They will exercise initiative and judgement to resolve daily problems within a range of established policies/procedures, seeking advice on more complex issues. There is discretion to determine short-term priorities and if applicable the priorities of a team of people involved in the same type of work. Contributions include proposing and implementing improvements to current working methods
Examples of Performance Criteria UE07 Roles at this grade will be providing advice and support to schools/departments/work units based upon a full understanding of a technical, professional or specialised field. They will plan and ensure progress within established professional procedures and university policy. They will be expected to identify gaps in information, and conduct analyses to solve/resolve problems and issues with short-term consequences. They will put forward recommendations on managing more complex situations. Individuals will be responsible for planning and organising their own work or that of a team of colleagues who may be involved in different types of work and will encounter changing priorities. There will be a need for liaison and the co-ordination of activities, across a number of subsections of a school/department/university.
Examples of Performance Criteria UE08 Roles at this grade will be experienced professionals responsible for providing specialist/technical expertise and/or managing a diverse team and resources. W ork will often involve interpreting or assessing customer needs, identifying trends, generating original ideas and testing innovative solutions where these are not obvious. Individuals will typically be accountable for the quality and professionalism of service delivery within their area of responsibility and are permitted some discretion provided that activities are consistent with operational policies and precedents. There will be a requirement to plan and organise individual and/or team activity to integrate and coordinate work across different parts of the department/school/university as appropriate.
Steps in the Process Contribution and Periodic Review of Grading process is currently live January 2020 ASAP Speak to your manager Date to be agreed locally c.March/April 2020 Local deadline: submissions to your manager/local administrator Cases Submitted to College HR (mvm.promotions@ed.ac.uk) Friday 10th April 2020
College Promotion Panel meets Panel meet June 2020 (to discuss promotions, lump sum and contribution awards) College HR write confirming outcomes Shortly after panel Successful Promotions Take Effect 1 August 2020
Planning your Own Career Development Where do you want to be? How are you going to get there? Exercise: Planning your own Career Development Performance & Development Appraisal PandDR s not about what you have done in the past, but also about what you plan to do in the future Good place to have developmental conversations with your manager Personal Development Plan
Support Available Mixture of online toolkits you can do in your own time and workshops. Open to all. https://www.ed.ac.uk/human-resources/learning- development/courses/personal-development Toolkits covering things such as: Career development; communication; owning your own development; personal impact; resilience; time management Email: poppy.kemp@ed.ac.uk
