staff recognition payment – approach to calculation
Post on 08-Dec-2021
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Staff Recognition Payment – Approach to calculation PSC Communication
This guidance should be read in conjunction with the Department of Health Guidance which
clearly sets out the terms of the Staff Recognition Payment. See link below:
https://www.health-ni.gov.uk/news/hsc-staff-recognition-payment-faqs
When calculating the Staff Recognition Payment, PSC used the following method, in line with the
criteria set out by the DoH, and undertook the following steps:
1. Determined whether you are eligible for payment.
2. Completed a Pro Rata calculation.
3. Examined potential reasons for a reduction in monetary value.
4. Determined which post we would make your payment to.
Eligibility for Payment An employee must satisfy the following criteria to be considered eligible for the Staff Recognition
Payment.
Must have 1 month continuous service during the qualifying period, 17/03/2020 –
31/01/2021.
Pro Rata Calculation PSC calculated how much an employee should receive per post based on a pro rata calculation
looking at the qualifying period.
As each post is identified with a unique employee number, the maximum value an employee could
receive per post was calculated as £735 - when calculating this value we took your contracted hours
and any additional hours worked into consideration.
As the criteria allows for no more than one payment of £735, the value per post was then mapped
to your unique identifier - National Insurance number - to ensure that overall you received no
more than £735 Gross Payment (Tax and National Insurance must be deducted from the payment).
Note: The Staff Recognition Payment is capped at £735 per person regardless of number of posts
and hours worked.
Note: PSC calculated hours worked on a weekly basis and each week was capped at 37.5 hours or 40
hours if you were Medical Staff. This means that if an employee works 60 hours in one week and 20
the following, they would not receive the full payment for those two weeks. This point is illustrated
in example #5.
Here are a number of examples of how the calculations were completed.
1. An employee worked 37.5 hours for the whole qualifying period. This employee is entitled
to:
Entitlement = (1/1 * 1 * £735) = £735
1/1 reflects that the employee worked for the whole qualifying period
1 reflects the employee worked 1 WTE
£735 is the maximum amount available
2. An employee worked 37.5 hours for 3/4 of the qualifying period (Part 1), and then worked
18.75 hours for the remaining qualifying period (Part 2). This employee is entitled to:
Entitlement = Part 1 (3/4 * 1 * £735) + Part 2 (1/4 * 0.5 * £735) = £643.13
Part 1 Part 2
3/4 reflects that the employee worked for ¾ of the qualifying period at this WTE
1 reflects the employee worked 1 WTE
£735 is the maximum amount available
1/4 reflects that the employee worked for ¼ of the qualifying period at this WTE
0.5 reflects the employee worked 0.5 WTE
£735 is the maximum amount available
3. An employee worked 18.75 hours during the whole qualifying period. They also worked an
additional 10 hours each week during the qualifying period. This employee is entitled to:
Entitlement = (1/1 * (28.75/37.5) * £735) = £536.50
1/1 reflects that the employee worked for all of the qualifying period
28.75/37.5 reflects that the employee worked 18.75+10 hours each week
£735 is the maximum amount available
4. An employee worked 30 hours a week during the whole qualifying period. They also worked
an additional 20 hours each week during the qualifying period. This employee is entitled to:
Entitlement = (1/1 * (37.5/37.5) * £735) = £735
1/1 reflects that the employee worked for all of the qualifying period
37.5 hours reflects that maximum hours allowable per week (the 12.5 hours worked above the maximum of 37.5 cannot be taken into account
£735 is the maximum amount available
5. This is the most complicated example and is to demonstrate the Note above. An employee
works 30 hours each week during their qualifying period and during the 2nd half of their
qualifying period they worked an additional 20 hours each week. This employee is entitled
to:
Entitlement = Part 1 (1/2 * (30/37.5) * £735) + Part 2 (1/2 * (37.5/37.5) * £735) = £661.50
Part 1 – first ½ of the qualifying period – employee worked 30 hours p/week
Part 2 – second half of the qualifying period – employee worked 30 + 20 hours per week – capped at 37.5 hours per week
1/2 reflects that the employee’s calculation has been split into two parts across the qualifying period
30/37.5 reflects that the employee worked
1/2 reflects that the employee’s calculation has been split into two parts across the qualifying period
37.5/37.5 reflects the employee’s
30 hours per week
£735 is the maximum amount available
capped hours for this period
£735 is the maximum amount available
Potential Reasons for Reductions in Monetary Value (£) If you have been suspended or dismissed you will not receive any staff recognition payment
money
Non-Executive Board members are excluded
If you were off for the following reasons, you will not receive any money for the proportion
of time you were off:
o Career breaks
o Unpaid Absence/leave
o Nil Pay Sick
o Absence without permission
Note:
Any absence due to maternity does not impact on the payment amount – payment is based
on contracted hours
Any period of sickness absence where the employee is on full or half pay does not impact on
the payment amount – payment is based on contracted hours
Key areas to note You cannot receive more than £735 Gross payment even if you worked more than full time
hours either in your single or multiple employment(s).
The Staff Recognition Payment will be shown on your payslip as a “Non Super Annuable Pay
Ad”. The amount shown is a Gross figure and will be subject to Tax and National Insurance
therefore the Net amount you receive will be reduced accordingly.
Any staff who are no longer employed by the HSCNI and who are entitled to payment in line
with the criteria set out about will receive payment.
Which post you will receive your Payment PSC determined which post to make your staff recognition payment based on the following flow
chart. The first step was to determine whether an employee was single or multiple employment, we
then used the appropriate flowchart outlined below.
Note – for Multiple Employment payment will be made in one post only (but covers all eligible hours
worked)
SE
Single Employment
Yes
Yes
No
No
Is post
active?
Pay active
post
Pay new
post
Is this a
new post?
Pay original
post
Pay new
post
Pay main
active
leaver post
Multiple Employment
Yes
Yes
Yes No
No
No
Pay sub
post
Does new
post exit?
Is sub post
active?
Pay main
post
Is main post
active?
ME
No Yes
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