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A6.9: Main page

Page contents:

1. Initiation
2. Timing
3. How it works
4. Possible outcomes
5. Appeals

Individual grading review procedure

1. Initiation

If you think that your duties and responsibilities have grown and/or you are working at a higher level than normally applies to your pay-band, you have the right to have your job reviewed. This is called an Individual Grading Review (IGR). The evaluation procedure we use for this is known as JEGS (Job Evaluation and Grading System) and is only carried out by trained JEGS practitioners. Please note that an IGR is a review of your job, not of you. A line manager or trade union can also initiate an IGR, but normally only with the job-holder's agreement. An IGR only proceeds if it is more than 18 months since the job was last reviewed, unless there are special circumstances.

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2. Timing

Whoever asks for the review, a proposal is made to the Head of HR. They will establish a timetable for handling the proposal with the line manager. IGRs are normally completed and reported on within a maximum of 6 months of the initial request being lodged with the Head of HR.

A proposal initiated by a trade union will be referred to the NCC. This is to allow the NCC to widen the scope of a review where other jobs might be affected.

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3. How it works

You should talk to your line manager, trade union representative or Head of HR about the JEGS procedures. You and/or your line manager must complete a grading panel evaluation form which is submitted to the Head of HR, via your section Head, for JEGS assessment. The JEGS practitioner decides who needs to be interviewed. A copy of the grading panel evaluation form is at appendix A6.9i, and the guidance notes for completing it are in appendix A6.9ii).

The JEGS practitioner assesses the information and passes a copy of their JEGS assessment to the Head of HR. This indicates your job's overall "score", with a breakdown in seven key areas, which are:

  • Knowledge and skills
  • Contacts and communications
  • Problem solving
  • Decision making
  • Autonomy
  • Resource management
  • Impact

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4. Possible outcomes

The following outcomes are possible:

  • job correctly graded - you and your line manager are advised of the outcome and told the overall score
  • job over-graded - you and your line manager are advised of the outcome and told the overall score. No further action is taken, except that you may be transferred to other duties, in line with your grading
  • job should be at a higher pay-band - you and your line manager are told the provisional outcome but the review is then referred to the establishment's grading panel (bands C and above) or the Head of Operations (below band C). The grading panel reviews the outcome and looks at issues of need and organisational structure. The panel must also be satisfied that there are no capability issues
  • If you are upgraded, pay on promotion rules apply, see appendix A7.7 (pay on promotion).  The upgrading is effective from the date on which the grading panel reaches its final decision.

5. Appeals

If you feel that the agreed procedures were not kept to during your IGR, then you have access to the grievance procedure - see Section A12c

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Last updated 02/03/2016
Amendment 191 - March 2016