Policy statement

As the University’s success relies on the talent and contribution of all staff, we will value and reward all our staff for what they contribute and achieve.

Our Rewards policies and practices aim to support the University Plan in its key themes of Excellence, Internationalisation, Inclusivity and Sustainability .

Scope

This policy applies to all University of York employees.

Aims

The aim of the Reward Policy is to enable the University to attract, recruit, retain and engage the staff that the University needs.

Principles

Our Rewards policies and practices will reflect the aspirations of our University Plan and our Approach to Reward will be informed by the following principles:

• We aim to be clear about what people are paid for and why and to be consistent, systematic and transparent in applying our reward policies. We aim to reward people for their knowledge, skills and contribution in the roles they are performing.
• Our reward policies and practices will focus on enabling us to recruit, engage and retain the right people at all levels (locally, nationally and internationally). We recognise that the ability to offer a total package of reward that can be tailored to meet organisational and individual needs is important in attracting, retaining and motivating a diverse, high calibre workforce.
• The need for effective financial management of the University’s total pay bill will inform all of our reward policies and approach and will make the most effective use of resources.
• Our reward policies will uphold the principles of equity and comply with all legal and fiscal requirements. They will aim to be as simple as possible and to minimise levels of bureaucracy.

Responsibilities

Role	Accountable for
Rewards Team	Leading the Reward and Recognition activities within the University and for monitoring that the principles of our Rewards’ Policy are upheld.
HR Director and HR Leadership Team	Agreeing appropriate action to be taken if any principles or processes are not upheld Providing clarity for individuals by translation into contracts of employment.
University Executive Board	Endorsing and upholding the principles of the Rewards Policy.

Glossary of terms

Reward or 'Total Reward'

All aspects of an employee’s remuneration package – includes pay, benefits, recognition awards and other intangible benefits such as working environment and career development.

Benefits

Core and Voluntary benefits available to all employees – described in Rewards Extra

Rewards Extra

The University’s integrated benefits scheme

Approval

This policy has been approved by the University Executive Board.

Monitoring and review of policy

Since the Rewards’ Policy is effectively a number of fundamental principles in our approach to Reward, it is not anticipated that the policy will be subject to change. However, it will be monitored and reviewed in line with the process for all HR policies.

Equality Impact Assessment

A full Equality Impact Assessment has been carried out by Jo Frend, Rewards Manager, in October 2010.

---

Document control

• Last reviewed: 31 October 2010