• The scheme is open to staff in grades 2 to 9, senior staff (ALC6) and Professors
• You must not be subject to any form of performance monitoring under the capability procedure or sickness absence policy, nor have received a disciplinary warning
• You must be employed by the University at time of payment

Please consider if the person you are nominating has:

• continuously exhibited excellent behaviours or attitudes
• provided excellent customer service
• contributed to process improvement
• enhanced the student experience
• demonstrated the University's values in their work and behaviours
• delivered or achieved an excellent piece of work or project
• consider the effort contributed towards a piece of work or project, not just a final outcome

One round of RE will be launched in October through the university’s internal communications channels.

Please note: recent changes to the RE process give Departments, Faculties, and Schools more flexibility in how they recognise their staff. This means they may choose not to participate in this round of RE if they feel other forms of recognition are more appropriate for their teams.

Making a nomination

When the nominations open, your HoD (this includes Directors of Operations or Technical Services where applicable) will let you know the process to follow and the timescales.

You'll need to complete a nomination form to submit a nomination

Please also read the guidance for staff and advice on writing a nomination.

Locally, Departments facilitate decision-making and it is at the discretion of the HoD or panel to approve and award the amount they believe is most suited to the nomination.

This year, departments have more discretion in how and when they recognise staff. You may be rewarded at different points throughout the year, depending on your department’s approach. If your department chooses to give RE Awards outside the scheme launched in October, they’ll let you know the timings directly.

Based on October 2025 RE Awards.

We’ve outlined five suggested award levels in the section below. However, your Faculty, School or Department may choose to tailor both the criteria and the award amounts to better reflect what works best for their teams. Any adaptations should be communicated to you directly by your Faculty, School or Department.

Suggested award amounts, for an individual performance or contribution within a team.

• £100
• £250
• £500
• £750
• £1500
  

These amounts are given in gross pay and are subject to the usual tax and national insurance deductions and will not be paid pro-rated.

Faculties/Departments are encouraged to define their own parameters for each level of award, and it is important to consider that there are a wide variety of roles at different levels across the organisation.

The level of award an employee is allocated should be decided locally within the Faculty/School/Departments Recognising Excellence process.

Examples are provided below:

£100:

Committed approach to their work, and/or dedicated support to the team and Faculty/School/Department and a consistent positive work ethic or provides consistently good service to their customers.

£250:

One-off, notable/important contribution to the Faculty/School/Department, short term in nature with limited or local impact, outside normal job description or remit of the role. This level may also apply to individuals within a team submission - however a team submission would need to demonstrate significant and sustained excellence over the course of the year.

£500:

For successful completion of a major project, one-off piece of work or activity outside normal remit of the role, achieving exceptional outcomes with extended reach or impact; or for representing the Faculty/Department or contributing to institutional initiatives.

£750:

For an individual or team demonstrating excellence contributing to the team or University, over the course of the year.

£1500:

For an individual or team showcasing exceptional work and outstanding achievements. Highlighting excellence, initiative, creativity, and innovation. Their achievements delivered extended reach or impact or represented the Faculty/Department contributing to major institutional initiatives.

Please note, these amounts are given in gross pay. They are subject to the usual tax and national insurance deductions and will not be paid pro-rated.

Heads of Department have the flexibility to allocate award amounts based on excellent performance and meaningful contributions. The RE nomination form will remain open and recognition can now be given throughout the year, depending on how your department chooses to run the scheme. This means recognition can happen closer to the time of your achievement.

RE Award payments

RE Awards are paid through payroll. You can find examples of the types of performance, behaviours, and contributions that align with different award amounts in the section above.

Vouchers

Managers can use vouchers (up to £50) to recognise contributions throughout the year. This allows for more timely and meaningful appreciation of your efforts, especially for those moments that deserve a quick and personal thank you.

Celebrating contributions through events and initiatives

We’re pleased to support departments in using their recognition budget to fund events or initiatives that celebrate individual or team achievements. These can be a great way to bring people together and show appreciation in a meaningful way.