Employment code:

Appendix A7.15

Responsibility review procedure

1. Introduction

If you take on significant additional managerial, organisational or technical responsibilities within your pay band, you may be entitled to a pay increase under the Responsibility Review Procedure (RRP).

Salary adjustments so made are post-specific and can be withdrawn if the additional responsibilities are removed.

2. How RRP works

2.1. A review can be initiated by you, your line manager or a trade union representative. Whoever initiates it, a formal written proposal is submitted to the Head of HR, who sets a timetable for handling the proposal with the line manager. Eighteen months or more need to have passed since you had any previous responsibility review, unless there are special circumstances.

2.2. The establishment’s grading panel will consider the proposal and will decide who else it needs to consult. If the panel supports the proposal, it will recommend to the Director that you receive an award of between 2% and 10% of basic salary.

2.3. You, your line manager and (where you have consulted them), your trade union representative are advised of the outcome of the review as soon as possible. If an award is not agreed, you will be given the reasons in writing by HR.

2.4. The NCC notes the outcome of all RRP assessments without identifying the individual(s) involved.

3. Effective dates

The RRP award is effective from the date on which your additional responsibility began, unless specified otherwise by the grading panel.

4. Temporary awards

You may receive a temporary award (6 months or less) if you have a short-term increase in responsibilities. These are not referred to the grading panel. Rather, the Head of HR will consider your case and make a recommendation to the Head of Operations/Grading Panel Chair (as preferred). The NCC is informed.

Temporary awards are non-consolidated. Management has the discretion to pay the award as a lump sum or monthly over the period of increased responsibility.

All cases which exceed six months or any requests for subsequent awards to the same person, after the initial 6 months, must be considered by the Institute Grading Panel.

5. Use of JEGS

It is not normally appropriate to use JEGS to assess whether a RRP award is justified. There may be situations where a JEGS score would be helpful in determining the value of additional responsibilities, but this is unlikely in most cases.

6. Appeals

If you feel that your RRP application has not been handled satisfactorily, you have access to the grievance procedures (see ).

7. Monitoring

An annual report of responsibility review proposals and awards is made to the JNCC.

Last updated 09/08/10
Amendment 103 - August 2010