ࡱ> S ѩbjbj Kqvtivti1/X 8tR=$>"Z #######${&1)x#Eu"#u#!!!R#!#!!S![!p6oB!x# $0=$!))!!&)!!## ^=$) X X: QUEEN'S UNIVERSITY BELFAST Guidance Notes on Employees temporarily undertaking additional duties (Acting Up/Honorarium) 1. Objectives Employees are asked to undertake additional duties when management require temporary cover quickly and expediently, normally for: sickness absence, maternity leave, career break or other extended period of leave (but not annual leave); completion of temporary projects; temporary cover of a vacancy until it is filled on a permanent basis. In normal circumstances vacancies should be activated for recruitment and payment should only therefore apply when some difficulty is experienced in filling the post. From the staff perspective it may provide an opportunity for development and may lead to enhanced career opportunity. Therefore attention to equity and fairness is necessary to ensure individual staff are given the same opportunities within the parameters outlined below. Payment for such duties should not always be regarded as a first option for a manager. Consideration should first be given to ways in which the work might be re-organised on a temporary basis in order that the essential duties and responsibilities of the job are covered. Posts may remain vacant or not be covered where the line manager decides this is appropriate. 2. Definitions Additional duties undertaken by employees may be recognised in one of two ways: by acting up in a higher grade or by receipt of an honorarium payment for the performance of a percentage of the duties of a higher graded post which are outside the scope of the employee's own position and/or for undertaking duties which are particularly onerous. The acting up/honorarium duties should be carried out for a continuous period of at least four weeks (other than cover for annual leave) with the exception of manual/miscellaneous staff where acting up is required for a minimum of one day, and should not normally exceed twelve months. Payments will not normally be made except in respect of the duties and responsibilities of an established post. This procedure does not normally apply to deputy staff, part of whose role and responsibility is to carry out the manager's duties in his/her absence, unless the position is vacant for at least one month. 2.1 Acting Up in a Higher Grade/Post The following conditions apply: The full range of duties and responsibilities must be carried out for the specified minimum period, excluding cover for annual leave. The member of staff undertaking the duties should do so under normal supervision. The member of staff will be responsible for all decisions made during the specified time. 2.2 Honorarium The following conditions apply: Staff must undertake extra duties and responsibilities outside the scope of his/her own post for a period exceeding four weeks, excluding annual leave cover. Employees undertaking duties and responsibilities which are particularly onerous may also be considered although this application should only be used in exceptional circumstances and be within the defined period of time. 3. Principles of Selection The acting up should be offered to suitable individuals in terms of grade, skills, experience and/or qualifications. The selection process must be systematic and objective. Consideration should initially be given to suitable staff in the Department. Should suitable individuals not be identified within that pool then consideration should be widened to the School or other administrative units. If in exceptional circumstances the acting up is for more than twelve months then a University trawl should be considered. If more than one person falls within the pool of staff suitable for acting-up, then a selection process must be adopted by the line manager. This will include at least one of the following: an analysis of competencies, an examination of attendance and disciplinary records or an interview. Records will be made of the process used and the reasons for selection. Only in exceptional circumstances should authority be given to employees who are more than one grade below the post under which the additional duties are normally attached. Managers should not automatically use an individual who has acted up before, if there are other staff who might be considered eligible. Acting up in rotation (within one period or over a number of occasions) or on a half-time basis should be considered, if appropriate. Managers must also consider staff who job share, who are on a career break or who are on maternity leave. A review will occur after a period of six months. In addition if there is an unexpected extension then a review will occur at the end of this time and rotation be investigated if it is a feasible option. Acting up arrangements to cover vacancies should not normally extend beyond this six month period. 4. Approval Request for approval will be made to the HR Business Partner by completion of the attached form which should include the following details: The post and grade for which the payment is being sought and the reason for the payment. The name and grade of the person who is nominated. An outline of the selection process. Upon approval, the HR Business Partner will notify the Salaries Office of the appropriate payment. The HR Business Partner should be notified as soon as the period of acting-up/payment of honorarium ceases. 5. Payment 5.1 Acting Up in a Higher Grade/Position If the conditions outlined above are satisfied then the member of staff is entitled to receive a salary in accordance with one of the following, as appropriate: at the first spinal point of the higher graded post; the appropriate rate of pay for the position temporarily vacant. Where there is an overlap between grades he/she should normally be paid one increment above his/her own salary. Once the qualifying period of four weeks (or one day for manual/miscellaneous staff) has been completed, the higher salary will be paid with effect from the first day on which the employee was required to undertake the duties and responsibilities of the higher post. Where overtime is applicable and is carried out in relation to work at that acting grade the rate should be paid at the acting grade. 5.2 Honorarium An ad-hoc payment will be calculated on a fixed percentage basis in relation to the extent to which the duties and responsibilities have been undertaken and the duration (including the initial four weeks). The HR Business Partner should be consulted for further details. 5.3 Non-Payment The payment will not normally apply if the member of staff undertaking the additional duties is absent from work due to illness for a period of more than one week or if the member of staff requires leave on an exceptional and extended basis. 5.4 Incremental Progression Incremental Progression will be awarded subject to the normal criteria applying and may be taken into account in determining the salary level on any promotion which follows immediately a continuous period of acting up. 6. Honoraria Payments for Academic Managerial Positions If academic staff are asked to undertake additional duties to provide temporary cover as outlined in Paragraph 1 then the above procedure will apply. Honoraria are payable to academic staff who are appointed to undertake academic administrative duties or managerial positions such as ProViceChancellor, Dean, Head of School normally for a fixed period of five years. 7. Monitoring The line manager will be required to monitor the situation on an ongoing basis and inform the HR Business Partner of any change in circumstances. In addition the procedure should be monitored and reviewed from an equality perspective to ensure that there is no evidence that any groups of staff are experiencing unfair treatment.  ACTING UP/HONORARIUM NOTIFICATION FORM This form can be made available in large print and alternative formats, where required, on request from the HR Hub, tel: 02890 973000. Additional duties undertaken by employees may be recognised in one of two ways: by acting up in a higher grade or by receipt of an honorarium payment for the performance of a percentage of the duties of a higher graded post which are outside the scope of the employee's own position and/or for undertaking duties. The acting up/honorarium duties should be carried out for a continuous period of at least four weeks (other than cover for annual leave) and should not normally exceed twelve months. There is an exception for manual/miscellaneous staff where acting up is required for a minimum of one day. Payments will not normally be made except in respect of the duties and responsibilities of an established post. Please complete this form as soon as possible and return it to your HR Business Partner requesting approval prior to arranging an acting up/honorarium allowance. Upon approval by the HR Business Partner, the Hub will notify the Salaries Office of the appropriate payment. I have read the Guidance Notes on Employees temporarily undertaking additional duties and wish to request the following: INDIVIDUAL DETAILSNAMEType hereGRADEType hereSTAFF NUMBERType hereCURRENT POST NUMBERType hereACTING UP POST NUMBER Type hereSCHOOL / DIRECTORATEClick to choose DEPARTMENTREQUEST (Acting Up OR Honorarium)& Honorarium & Acting up  REASON eg Maternity Cover, Sickness cover, Vacant postType hereSELECTION PROCESSGuidance Note The acting up should be offered to suitable individuals in terms of grade, skills, experience and/or qualifications. The selection process must be systematic and objective. Consideration should initially be given to suitable staff in the Department. Should suitable individuals not be identified within that pool then consideration should be widened to the School or other administrative units. If more than one person falls within the pool of staff suitable for acting-up, then a selection process must be adopted by the manager. This can be advertised via a restricted trawl across applicable grades.PROVIDE DETAILSExample-Restricted trawl was advertised across all applicable grades of X and X. Staff were requested to submit an expression of interest by X. X applicants applied. REASON FOR SELECTIONExample-X appointed as demonstrates relevant knowledge, skills and experience to undertake the requirements of the role.REMUNERATION - (Acting up OR Honorarium)ACTING UP Guidance Note The individual is normally entitled to receive a salary in accordance with the first spinal point of the higher graded post. Where there is an overlap between grades the individual should normally be paid one increment above own salary. There is a qualifying period of 4 weeks or one day for operational staff.PROPOSED SALARY POINTChoose an itemOR PRO RATA AMOUNT Type hereSTART DATEClick to enter a dateEND DATE Click to enter a dateANY ADDITIONAL PAYMENTS TO CEASE EG SHIFT ALLOWANCE?PROJECT CODE FOR PAYMENTS HONORARIUM Guidance Note An ad-hoc payment will be calculated on a fixed percentage basis in relation to the extent to which the duties and responsibilities have been undertaken and the duration (including the initial four weeks). 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