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To do
Step 1
Introduction
This week you will learn about our HR policies and procedures, what they cover and how you can find them in Nucleus. We will also look at UKNNL’s reward systems including pay, bonus schemes and pension.Before getting started, watch this short video from Clare Barlow, Chief HR Officer, about some of the exiciting and unique opportunities that are available to you as an employee of UKNNL.
Step 2
HR team
The HR team are here to help and advise you around any aspect of your employment.
Our first line HR Support team are generally the main point of contact and can help you with queries around anything from annual leave to pensions.
Our HR Advisors support individuals and line managers with more complex employment issues such as attendance support and performance; whilst our HR Business Partners work strategically with management and act as a point of people expertise in a business area. The HR Support team or your line manager can signpost you to the HR Advisor and HR Business Partner for your area should you need to speak to them.
You can reach the HR Support team via email at nnl.hr.support@uknnl.com or by ringing 01925 933 692.
Step 3
HR policies and procedures
Our HR policies and procedures provide structure and guidance on a range of employment topics and principles. Having these in place ensures that we have clear processes that support a consistent and fair approach across our business. We have created a policy hub in Nucleus (found under Business Areas > Professional Services > HR > Policies and Procedures) where you can find all our policy documents and procedures as well as quick-read bitesize guides. There are also dedicated line manager guides on many topics in the hub.
Our policies and guides are grouped into the following areas:
- Family focused – these are policies related to maternity, adoption, paternity/partner, shared parental, parental, foster care, neonatal and parental bereavement
- Attendance support – these are policies related to managing both short and long-term sickness absence
- Ways of working – these are our policies related to disciplinary, grievance and capability and include the UKNNL Code of Conduct (which you looked at in week one of your induction)
- Care and Connect – this policy provides the opportunity for everyone to take one dedicated day to engage either in volunteering or activities which support health and wellbeing
- Time away from work – these policies cover your rights and entitlements to leave along with pay procedures for annual and special leave and flexible working options that are outside family leave provisions
Visit HR Policies
Step 4
HR policies and procedures activities
Access the Policy Hub and explore our range of policies and bitesize guides.
If you have any questions about our HR policies and procedures, please email nnl.hr.support@uknnl.com
Step 5
Pay
All roles in UKNNL are evaluated and linked to the appropriate pay step within our pay scale (except for individual / personal contract roles). Due to historic reasons, there are several pay scales used at UKNNL. However, all new employees are aligned to a pay step in the ‘Pay Rates Option 1 & New’ pay scale.
Our pay scales are broken down into bands and zones to reflect the depth and breadth of roles within our business. There are three levels with each zone:
- New entrant – for people who are developing in their role
- Fully competent – for people who are experienced in the role requirements
- Full contributor - for people who consistently go beyond the requirements and expectations of the role, demonstrating the UKNNL values and behaviours
You can find the pay band / zone for your role on Business World, under Personnel Information and then by clicking on the Employment tab. The Pay step column will tell you your current band and zone, which you can match to the latest version of our pay rates.
For those in craft/process roles, progression beyond fully competent is available via the achievement of skill sets. Please speak to your line manager for further information.
UKNNL apply an ‘annual pay review’ increase to pay scales each year with pay discussions usually starting around February. You can find the latest pay scales on the HR Nucleus pages under Business Areas > Professional Services > HR under Shared Documents on the right hand side of the page.
Visit HR Nucleus pages
Step 6
Pay Pod
Pay Pod is the process where a joint business case is submitted by managers and team members for progression to the next pay step in their pay band or zone. It applies to all employees (except those employees on individual/personal contracts).
There are two opportunities to submit Pay Pod nominations a year, usually in the spring and in the autumn. The Pay Pod form asks managers and team members to provide evidence that the required behaviours, skills and competencies are being consistently demonstrated for progression to the next pay step.
Applications are reviewed by a Pay Pod panel which is chaired by a HR Business Partner and attended by Heads of Function and/or nominated representatives as appropriate. Successful nominees are notified by email confirming which pay step they will be moving to and the date their pay increase will be implemented.
Visit the Pay Pod page
Step 7
Incentive schemes
UKNNL operates two incentive schemes:
- Target Achievement Scheme (TAS) – for all employees
- Personal Incentive Scheme – for Band 3 employees (in addition to TAS) and those on individual / personal contracts
Our incentive scheme targets align to our business and the value we all add to our purpose. Rather than just focusing on financial measures, our bonus targets focus on all three of our sustainability ambitions: economical, environmental and societal.
The schemes run from 1 April until 31 March each year, with the company announcing targets for the TAS early in our financial year. Part-time staff and employees who have not worked the full bonus year receive a pro-rata payment.
You can find the latest TAS targets on the HR Nucleus pages under Business Areas > Professional Services > HR under Shared Documents on the right hand side of the page.
Visit HR Nucleus pages
Step 8
Pension
At the start of your employment with UKNNL, eligible employees are automatically enrolled into the UKNNL Group Pension Plan. The plan is a defined contribution pension operated and administered by Royal London.
There are currently two contribution categories under the UKNNL Group Pension Plan:
| Category | Employee Contribution | Employer Contribution | Pensionable Salary |
|---|---|---|---|
| A | 5% | 15% | Basic pay |
| B | 0% | 10% | Basic pay |
Unless you decide to specifically elect otherwise, you will be automatically enrolled into the plan based on Category A above.
All new eligible employees receive a new joiner pack from Royal London containing a welcome letter and important information about the pension scheme. Further information is given in the PDF below.
View Pension information
Step 9
Reward Activities
To do
Find the ‘Pay Rates Option 1 & New‘ pay scale on the HR SharePoint page and find your pay Band and Zone.
View the latest Target Achievement Scheme targets and speak to you manager about how you can help to achieve our targets.
Read through your pension welcome letter from Royal London and, if you choose to do so, create an online account to monitor and manage your plan.
View the ‘Early Planning for Retirement’ and ‘Planning for Retirement’ course information in Learning Lab (Careers Lab / Learning Lab / Course Catalogue). The courses have been designed to support you in planning for your retirement. If you would like to attend one of the courses, ask your manager to add the course as a training need for you in Business World.
Step 10
Glossary
Family focused
HR policies related to maternity, adoption, paternity/partner, shared parental, parental, foster care, neonatal and parental bereavement.
Attendance support
HR policies related to managing both short and long-term sickness absence.
Ways of working
Policies related to disciplinary, grievance and capability, including the UKNNL Code of Conduct.
Time away from work
Policies related to flexible working, annual leave, special leave and career breaks.
New entrant
The entry level pay step for people who are developing in their role.
Fully competent
A pay step for people who are experienced in the role requirements.
Full contributor
A pay step for people who consistently go beyond the requirements and expectations of the role, demonstrating the UKNNL values and behaviours.
Pay Pod
The process used to progress employees to the next pay step in their pay band or zone.
Target Achievement Scheme (TAS)
The company bonus scheme for all employees.
Personal Incentive Scheme
The bonus scheme for Band 3 employees (in addition to TAS) and those on individual /personal contracts.
Step 11
End of week checklist and further activities
This week, we asked you to:
Learn about the HR policies around attendance, family, ways of working and time off by visiting the HR policy hub.
Know where to find the latest pay rates and understand how you can progress through Pay Pod.
Learn about the bonus schemes in operation and what targets you need to meet to achieve it.
Get to know your pension scheme, how to get the most out of it and start planning for the future.
You’ve completed 10/10 steps, nice work!
Congratulations on competing week 12 of the NUSTART induction. Head back to the roadmap to and click the finish button to complete your final activities and celebrate your success.
Finish week 12