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The procedure below applies to all roles at the University of Bristol where consideration is being given to making a recruitment and retention payment to an individual because of their personal market worth (Type Two).
The University will, wherever possible explore other approaches before considering a Type 2 recruitment and retention payment. However, it is accepted that to maintain and enhance its standing, the University may, from time to time, have to offer a special competitive pay package to a particular individual in order to recruit and/or retain them.
This procedure will also be used to consider the translation of Royal Society Wolfson Research Merit Awards into Type 2 payments on the expiry of the original award, where the original award commenced on or after 01 September 2017.
To determine recruitment and retention payments in as consistent, fair and transparent a manner as possible, the following procedure will be followed where payment of a Type 2 supplement is being considered.
The particular nature of Type 2 supplements makes it very important that the University can respond quickly, while still maintaining appropriate process.
A case will be drawn up by the Dean/Faculty Manager or Divisional Head (in consultation with the Head of School or Divisional Head), with support from the relevant Human Resources Manager. This case will include details and evidence of:
These criteria will be applied, as appropriate, to the consideration of translation of Royal Society Wolfson Research Merit Awards into Recruitment and Retention Type 2 payments where the original award commenced on or after 01 September 2017.
For cases where the amount is up to and including £15,000 the Dean/Faculty Manager or Divisional Head (in consultation with the Head of School or Divisional Head), with support from the relevant Head of HR Business Partnering and the relevant Head of Finance Business Partnering will be able to make decisions as delegated by the Senior Level Committee.
For cases where the amount exceeds £15,000 the case will be submitted to the Chief People Officer, who will circulate the case to members of the Senior Level Committee, which will comprise the Chief People Officer with the Deputy Vice Chancellor for academic roles or the Registrar/Chief Operating Officer for Professional Services roles. In the event of any unavailability, the Deputy Director of Human Resources, any Pro Vice-Chancellor, the Deputy Registrar or Deputy Chief Financial Officer may act as substitute members of this committee.
The committee decision, confirming the amount of any supplement and the rationale for approving or rejecting the case, will be fed back to the Dean/Faculty Manager or Divisional Head (and copied to the relevant Head of HR Business Partnering) via the Chief People Officer.
Where a Royal Society Wolfson Research Merit Award is to be be reduced or withdrawn, the case will be referred to the Royal Society.
The application of Type 2 supplements will be reported on an annual basis to the Remuneration Committee of the Board of Trustees.
The number and distribution by grade of such awards, and also the overall range of the awards (i.e. highest and lowest figures for supplements awarded), will be reported annually to the joint trades unions and to relevant committees of the University.
The costs of any Type 2 supplement will be met from the budget of the employing School/Division.
The amount of the supplement will be noted in the contract of employment stating clearly any conditions under which it will be reviewed and could be increased, reduced or withdrawn (e.g. specifying the review period and any specific performance requirements).
Updated: 20 June 2023
