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Dates for your Diary

There are a number exercises and events which occur on an annual basis.  Depending on your role you may find it useful to note these and discuss their relevance to you with your line manager. 

 


  

  • Dates of Public and University Holidays

The University has a financial year end of 31st July.  The year end financial position is used to assess how Aston has performed against its strategic plan and budget.  Aston also has a statutory duty to produce annual financial statements which are audited externally.  The auditors spend several weeks on site checking records and talking to finance and wider staff about the results being presented.  They are required to report on whether the financial statements give a true and fair view on the state of Aston’s finances.

The University has a financial year end of 31st July.  The year end financial position is used to assess how Aston has performed against its strategic plan and budget.  Aston also has a statutory duty to produce annual financial statements which are audited externally.  The auditors spend several weeks on site checking records and talking to finance and wider staff about the results being presented.  They are required to report on whether the financial statements give a true and fair view on the state of Aston’s finances.

To ensure a clean audit at year end, school and central services accountants work closely with their contacts to check that all costs and income are accounted for in the correct financial year.  This entails correctly receipting all purchase orders and accounting.

Please note salary payments to:  all monthly paid staff are made on the 26th day of each month and weekly paid staff every Friday.  The payroll deadline for any adjustments to salary is the 10th of the month.   All payment forms received for Casual staff in the period up to the 7th of the month are paid on the 20th of the month.  If pay day falls on a Saturday/Sunday or Bank Holiday the money will go into the Bank on the first working day prior to the correct day.

Effective staff performance and development is key to Aston’s ability to deliver to its 2020 Strategy. The Performance Development and Reward Scheme is designed to support, retain and develop existing staff and attract new staff to Aston.

Performance Development Review meetings are an opportunity to discuss an individual’s performance, to chart progress, to identify achievements, to consider the individual’s contribution. The process should also identify barriers to more effective performance, and identify training and development needs.

It is recommended that the formal annual review meeting should be undertaken in two parts (which may take place at the same meeting) but Schools and Departments may develop their own processes provided that they broadly take account of the guidelines.

The Performance Development Review is used as a means to recognise contribution and performance through accelerated and contribution increments and one-off performance payments for all staff on Grades 1 to 10. 

Performance Development Review policy, guidelines and information.

Annual timetable for implementation of the Performance Development and Reward Scheme.

All Academic staff (Teaching and Research) are invited to apply for promotion on annual basis.  The process is instigated by Human Resources late November/December each year.  Individuals can apply for promotion to Senior Lecturer, Reader or Professor in line with the published criteria in the areas of Research, Teaching and the Wider Mission of the University.  Individuals must demonstrate excellence in one area and ability and effectiveness in the other two. Applications from Lecturer Grade 8 to 9 are also considered.  Individuals submit an application form which is considered by a School Promotions Committee.  All applications supported at School level are then considered by the University Promotions Committee.  Promotions are effective from 1 August (1 April for grade 8 to 9).  

This involves : VC, Deputy VC, Pro- Vice -Chancellors ,Executive Dean Deputy Dean, Associate Deans, Head of Groups.

Internal Academic Staff Promotions Procedure.

For two days the senior management team at Aston attend an event off campus. The event is held on an annual basis and is a mechanism by which the senior management team can come together to develop relationships and discuss future challenges and discuss solutions. To every event a number of middle-managers are invited to share their views and ideas, and to participate in discussions and debate.

The outcome of this event is shared publicly across the University with each of the Executive Team inviting all staff in their areas to attend sessions at which the outcome/ themes from the events are discussed. The Advance is usually held in September.

Aston University plans its future finances, both income and expenditure, at least 5 year forwards.  Each year, this strategic plan is used as the start of an annual budget.  Starting in January, schools, central support departments and their finance teams estimate what finances they will need over the coming financial year including staff, non-pay and capital spend as well as income estimates.  Schools meet with the Vice Chancellor in March to discuss their proposed budgets.  These figures are consolidated and reviewed centrally in March/April against the predicted available income to ensure that Aston can meet its annual aims and its longer term Aston Vision plans.  The budget is finalised in May/June, agreed by Council and submitted to HEFCE at the end of July.  It is reviewed again in the autumn once the student intake numbers are known to ensure that Aston’s aims are still achievable for the year.

Once finalised, these budgets are reported against every month so that senior management can assess the performance of the University toward achieving its goals.

Two main bodies are involved in the governance of the University: the Council and the Senate. The constitution and terms of reference of the Council are set out in the University Statutes and while those of the Senate are contained in the University Ordinances, the day-to-day management of the University is the responsibility of the Vice-Chancellor assisted by the Executive Team.

The Council and Senate have undertaken reviews of the University committee structure in recent years with a view to expediting and streamlining the decision-making process and aligning it more closely to the University Strategy (‘Aston 2020’), eliminating the former replication of consideration of issues in different committees and optimising the use of the time spent by colleagues in committee work. The Committee System aims to balance the need for managerial accountability and effective and efficient governance and management with the requirement to maintain the democratic procedures for representation of views set out in the University’s Charter and Statutes.

The Council and Senate have established a number of Committees with delegated authority to undertake detailed work on their behalf.