You are here: Home | Policies | Reward and Recognition scheme

Reward and Recognition scheme

1. Introduction & Principles

This policy creates an open and transparent reward system for all Harrow Council staff. It reflects the Council’s Strategy for People by linking contribution to reward and recognition. It supports the Council’s strategy to attract and keep a skilled and flexible workforce. It also supports the Council’s values.

2. Scope

This scheme is based upon rewarding and recognising:

  • Those employees who are required to carry out the duties of a more senior post for a period of longer than 4 weeks
  • all employees at any grade

3. Criteria and reward

The following criteria must be met in order for an award under this scheme:

A) ACTING-UP

Employees who are required to carry out the full duties and responsibilities of a higher graded post for a period of longer than 4 weeks will receive an acting-up allowance.

Once the 4 week period has concluded, the allowance will be paid from the first day the duties of the higher graded post started.

They will be paid an allowance equivalent to the difference between the salary paid to them in their substantive position and the salary for the higher graded post.

The salary will be paid at the lowest spinal column point of the higher graded post unless the difference in salary would result in a salary payment of less than the value of one increment.

If part of the duties of the higher graded post are undertaken, an appropriate percentage of the difference in salary will be paid. This will be directly related to the percentage of additional duties covered. For example, someone covering 50% of the duties of a higher graded post will receive payment equivalent to 50% of the difference in salary.

SELECTING STAFF FOR ACTING UP POSTS

  • If several employees could undertake the work, but only one employee is needed, the usual recruitment processes apply. Employees who may be able to do the work but are outside of the immediate team may be included if there is insufficient skills and knowledge within the team. The manager must follow equal opportunities principles in determining who will be selected to undertake the acting up role.
  • Factors to be considered could include previous experience, skills and knowledge, the amount of necessary work involved the length of the acting up time and seniority level.
  • Consider any training requirements necessary if there is a shortfall of skills available.
  • If the duration of the acting up time is significant, and this may impact on service delivery, it may be appropriate to consider other means of covering the role, such as secondment.
  • It will be authorised by the line manager, Divisional Director and Human Resources and Development using the attached form - Appendix A.

B) REWARDING CONTRIBUTION

For employees who are required to meet sustained additional demand, a cash sum award of a maximum of £250 (after basic rate tax deduction) is payable. The additional work must be evidenced by:

  • achievement of evidenced service efficiency; and / or
  • financial savings to the council; and/or
  • demonstrating the council’s values as described in the behavioural framework; and/or
  • delivery of a substantial project or improvement plan.

There must also be:

  • Public acknowledgement of achievement through ‘The Arrow’ or other staff communications from the Communications Unit

A higher sum of up to £500 may be awarded for exceptional contribution. The criteria for determining what is exceptional will differ dependent on the level of work and the impact of the contribution made.

The award will be paid at the conclusion of a project or specific piece of work and will therefore not be used to supplement salaries on a monthly basis.

Individuals may be nominated for a CREATE Award as well as receiving an award under this scheme.