The allowance is only applicable if the directorship responsibilities are temporary.Director of Graduate or Undergraduate Studies. If the period is likely to be longer than 12 months it is advised that this is discussed with your HR Business Partner .An 'acting up allowance' will usually be paid at the lowest spinal point of the higher grade.
Acting up Allowance – Annex UU. Allowances held for less than three years at the outset and then extended will not be made pensionable unless the extension is for a period of at least three years, in which case the addition will become pensionable with effect from the date of the extension.There are six levels of schedule allowance which currently range from £7,936 to £23, 337 (as at August 2018); the full up to date list of schedule allowances is available on the.Schedule allowances are authorised by the relevant divisional office.Cost of living uplifts are applied centrally.Recruitment freeze and Redeployment Protocol,Home-working and wellbeing guidance for staff,Joint committees and staff representation,Self-employed contractors and consultants,Guide to the appointment of Associate Professors,Academic staffing: further particular templates,Right to work for Tier 4 student visa holders,Using social media in pre-employment checks,Guidance on supporting staff with concerns about on-site working,Reappointment procedure for Associate Professors,University's contractual maternity pay scheme,Maternity leave checklist (for administrators),University's Contractual Adoption Pay Scheme,Framework for academic and research staff,Informal applications for flexible working,Sickness absence reporting and record-keeping arrangements,Return to work (RTW) after sickness absence,Managing sickness cases and other matters,Informal and formal processes for managing sickness absence,Employment and Career development of research staff,Code of Practice for the employment and career development of research staff,Frequently asked questions about mediation,Public interest disclosure whistle blowing code of practice,Retention periods for University personnel records,Policy on the prevention and management of work-related stress,Management guidance - work-related stress,Manager’s checklist for the prevention of work-related stress,Allowances for work performed outside of standard working hours,Introduction to HERA & job descriptions training,Section 3: Terms and Conditions of Employment,Section 4: Sickness, Maternity Leave and Leave for Other Reasons,Section 5: Codes of Practice, Policies and Procedures,Section 6: Safety, Welfare, Training and Promotion,Section 8: Discipline, grievance and employee representation,Introduction: Academic-Related Staff Handbook,Agreement on informing and consulting employees,Guidance on informing and consulting staff,Academic and academic-related staff (UCU),Responsibility allowance (Academic and Research Staff),Head of sub-department/faculty or Director of a unit/research centre – reporting to the Head of Department,Usually only applicable to staff undertaking the role in a department classified as Schedule I (or equivalent size) departments, or where the research unit or centre is larger in terms of income/FTE than the department to which it is attached.
All grade 10 staff are employed on spot salaries and any increase in salary is agreed on the basis of exceptional performance.Where a member of staff does not cover the full duties of a higher graded post but is nevertheless asked to undertake a significant number of additional duties that do not fall within the expectations of their grade (for a period in excess of six consecutive weeks), they may be paid an honorarium. Where a responsibility is a permanent addition to a research role and therefore included in the job description, the post should be job evaluated and the responsibility included in the base pay for the role.The following guidelines on responsibility allowances take into account the current rates of schedule allowance for Heads of Department. However, there are some circumstances in which academic staff may be asked to "act up", for example to cover for a head of department, and in these cases staff will be paid for the appropriate allowance for the post in question.The following payments for additional temporary responsibilities held for a temporary period over and above the member of staff's normal duties may be pensionable:These allowances will be pensionable if it is known at the outset that they will be held for three years or more. Delegated authority includes authorising staff absences (sickness and holiday), approving invoices or purchase requisitions to enable the department to operate as normal during these periods. Therefore, teachers acting up for less than 84 days will not be paid an acting up allowance. Acting Up Allowances Where an individual is required to undertake the duties of a higher graded post they may be eligible for an Acting Up Allowance. The appropriate sum will be agreed between the line manager and the HR Division in light of the circumstances of each case.The Head of Department/Division should complete a ‘Request Form for Acting Up’ stating the circumstances and the period for which it is requested. The Department of Education and Skills has confirmed that any teacher who had committed to undertaking an acting up post before this change was announced will be paid an acting up allowance.
Information about acting up allowance for additional temporary responsibilities for support and academic-related staff.This allowance is applicable to all staff on grades 1-10.In cases where members of staff are asked to temporarily assume the duties and responsibilities of a higher grade post (for example during a period of extended absence of the postholder), the member of staff will receive an allowance. The acting allowance is non-pensionable. An acting allowance may also be paid when a staff member is required to act in a more senior capacity for an aggregate of 22 working days or longer, during any one calendar year.
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