Who is eligible
The payment is for college lecturers involved in assessing, marking or quality assuring National 5, Higher or Advanced Higher courses in academic session 2020 to 2021.
To be eligible, lecturers need to have been:
- employed between 1 January 2021 and 25 June 2021 for the initial window
- employed between the start of the new academic year in August and 3 September 2021
You are eligible if you were/are:
- working full-time
- working part-time
- a permanent member of staff
- a temporary member of staff
You may still be eligible if you were/are:
- on sick leave
- on maternity, paternity leave
- adoption leave
as long as you had a role in supporting the delivery of the Alternative Certification Model (ACM).
Full-time staff definition
Any member of staff who worked full time hours as defined by their employer and is eligible based on the criteria above should be counted as 1 FTE and receive £400, subject to the paragraph on multiple employers below.
Part-time staff definition
The calculation for part-time staff is based on a judgement taking into consideration their average contracted hours worked over the qualifying period as a percentage of a full time week and the degree to which delivering the ACM has had a disproportionate effect on their workload in comparison to the average additional workload of their full-time colleagues. Where this is the case, Principals/Vice Principal of Curriculum/Director of HR/Director of Finance, or similar role as deemed appropriate by the college, have the flexibility to consider any payment above the pro rata equivalent based on their contracted hours, up to a maximum of £400.
Example of how a payment may work for a part-time staff member
For example, in the case of an individual lecturer working 0.5 FTE, a pro rata payment would be £200. However, in instances where an individual lecturer has been required to spend a greater proportion of their time supporting delivery of the ACM when compared to the average full-time lecturer, we will accept a request for a higher level of payment up to £400.
The rationale behind this approach is set out in the Equality Impact Assessment, but seeks to provide greater equality of approach in recognising all those lecturers who have supported delivery of the ACM, being mindful of the individual lecturer variations in terms of workload. There is Principal/ Vice Principal of Curriculum/Director of HR/Director of Finance, or similar role as deemed appropriate by the college, discretion to enable them to avoid the potential disparities at a local level in terms of proportion of work associated with delivering the ACM for part-time workers, in comparison with their full-time colleagues, which can be reflected in the payment claimed.
If a staff member has more than one employer
If a staff member has more than one employer they are still only eligible for one payment of up to £400. It is the employer’s responsibility to make sure the their employees know this.
If an employer is applying on behalf of a staff member and that staff member has more than one employer, it is the staff member’s responsibility to advise their other employers to reduce or disregard their application for payment.
We may carry out a cross-check once returns have been received. The employer should make sure their staff member has done this. If the staff member hasn’t, the employer should advise that they must do so and check it is done.
If a staff member has left or retired
Staff who have since left or retired but who were employed between 1 January 2021 and 25 June 2021 are eligible – they would be expected to contact their former employer with any queries directly.
If a member of staff has been summarily dismissed (instant dismissal for gross misconduct) they are not eligible to receive the payment and should not be included in payment numbers submitted.
If a staff member has their dismissal overturned or the dismissal is found to be unfair they will be eligible.