Removal costs
All newly appointed and centrally funded staff employed from 1 August 2003 on appointments of two years or more can receive financial assistance with relocation costs through the Reimbursement of Relocation Expenses Scheme. (This includes all grades of assistant staff on central funds and centrally funded unestablished staff).
Recruitment incentive payments
Recruitment incentive payments may be made on appointment as a means of assisting recruitment. The payments may be made to all staff categories, subject to prior approval (see below). The guidance here refers to payments to non-Professorial appointments.
Recruitment incentive payments are one-off, taxable, ex gratia payments that do not form part of the employee's salary. The maximum lump sum payment (non-pensionable) that may be awarded in any particular case is 50% of the maximum point of the Assistant Professor scale. Payments can only be made to individuals offer a contract of employment of one year or more taking up their first appointment in the University.
Retention of the full payment amount is conditional upon the employee completing at least three years of service in the University. For those on fixed-term contracts of more than one and less than three years' duration, retention of the full amount is conditional upon the employee completing the whole during of their contract of employment.
Should the employee leave their employment before they have completed three years’ service, or a shorter fixed-term contract, repayments are required in thirds, as set out below:
Appointment to Fixed-Term Contracts of more than one year, and less than three years':
| Departure in first third of the contract (i.e. up to 4 months for a 1-year FTC, or up to 8 months for a 2-year FTC) | 100% |
| Departure in second third of the contract (i.e. between months 4 and 8 for a 1-year FTC, or between months 8 - 16 for a 2-year FTC) | 66% |
| Departure in final third of the contract (i.e. between months 8 and 12 for a 1-year FTC, or between months 16 and 24 for a 2-year FTC) | 33% |
Appointment to 3-year Fixed-Term Contracts or longer:
|
Departure during first year |
100% |
|
Departure during second year |
66% |
|
Departure during third year |
33% |
The Chairs and Secretaries of the Councils of the Schools in the case of General Board institutions, and the Registrary in the case of Council institutions, operate the scheme. Payments are made from an annual allocation for UEF or Chest-funded offices/posts. In the case of persons appointed to non-centrally funded posts, the cost of such payments will be met from a source other than the allocations made to the Councils of the Schools and to the Council. All requests for recruitment incentive payments must be considered by the Chairs of the Councils of the Schools, and by the Registrary in the case of Council institutions, in relation to the criteria above.
Shared Equity Scheme
The Shared Equity Scheme is available in a very limited number of cases for appointees to key academic and related posts on first appointment to the University. Under the scheme, the University would make a contribution toward the capital cost of purchasing a property within 20 miles of Great St Mary's Church and would hold a share of the equity in proportion to its capital contribution. This contribution would be limited to not more than 50% of the purchase price and would be subject to a maximum sum of not more than £150,000 in any particular case (this figure to be adjusted in line with market conditions by the Council from time to time). In addition, the University's contribution would also be limited so that the aggregate of the annual interest owed to the University and the total annual cost of any borrowings to finance the purchase does not exceed 33% of the applicant's gross family income.
Advanced Contribution Supplement and Market Pay
An Advanced Contribution Supplement (ACS) may be awarded as the primary means of supplementing the salary of an academic member of staff for retention or recruitment purposes.
Market Pay (MP) is a pensionable payment which assists in matching total pay to that in the employment market for the specific skills or profession without distortion of the grading structure or job evaluation methodology. It provides institutional flexibility to enable competitive salaries to be paid for recruitment or retention purposes where there are proven market premia.
ACS and MP payments can only be paid to individuals sponsored under the Points-based Immigration System if the level of award has been specified in the adverts used to meet the Resident Labour Market Test.
Please see the Reward web pages for further information, including details of the required approval process.