1.1 Soas works to create an environment in which people take pride in the work and recognizes that staff development is essential in this regard. This directive and procedure have been developed to enable the school to support staff development by seizing opportunities, while ensuring the implementation of good management practices. 5.1 Payment is based on the difference between the incumbent`s current grade and the lowest grade that would apply to the senior position, unless there is a salary overlap. Under no circumstances may a member of staff who rises be appointed to a grade higher than that in which he or she performs his or her duties. 1.2 Remuneration from Acting Up must be paid when the worker assumes full responsibility for a higher-ranking body. For more information on Acting Up allowances, see the Policy Statement on overtime payments, liability allowances and the action of allowances. 6.2 In cases where there is no official alternate operating, the position should be advertised through internal team advertisements. The ad can be served by email. 4.2 At the outset, the supervisor must determine whether an acting up position is appropriate in view of the situation and the possible duration of the agreement.
They then decide whether to designate someone to take on the full role of the position or whether tasks can be shared. It can be established that one or more collaborators take on some of the tasks, but not the entire role. In this case, an additional liability indemnity and not an acting up would be appropriate. 3.1 To obtain an Acting Up allowance, an employee should normally: 5.6 A contract amendment form should be completed by the supervisor for the payment of the Acting Up agreement. In doing so, they must confirm: 6.4 It is important to carry out regular checks during the acting up phase and, if there is a performance concern, feedback is given. If the service is not satisfactory, the agreement may be terminated without notice. 8.1 Acting Up payments are made to staff on the basis of their active participation in additional tasks at a higher grade. If an employee who receives a payment from Acting Up is absent from their department for more than a week, the manager must verify the payment. There is no justification for continuing to pay a worker if he is unable to perform the tasks for which Acting Up`s remuneration has been granted. 5.2 All payments are, where applicable, subject to income tax, social security and pension deductions.
5.4 In cases where customs duties are shared, payment is prorated over time. It should be confirmed that funds from the budget of the management/team sector are available. 5.5 If the duties performed are not covered by a current role profile and the position needs to be filled promptly, a list of tasks should be established and an assessment of these tasks should be carried out through discussions with human resources to determine the appropriate level of salary to be paid until a full hera assessment is carried out. 5.3 The highest salary is paid from the date on which the additional deductions begin. 6.1 The supervisor must first check whether there is a team member who plays a « representative » role in their role profile. If it is the collaborator(s), he/she should be invited to enter the role for the agreed period. . . .