Section A6: Promotion opportunities:

A6.11: Main page

Page contents:

1. Initiation
2. Timing
3. How it works
4. Possible outcomes
5. Exceptions
6. Senior management review group
7. 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 A6:11i, and the guidance notes for completing it are in appendix A6:11ii).

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:

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4. Possible outcomes

The following outcomes are possible:

An upgrading to band F level and above (non-science) and band G level and above (science) is referred to BBSRC P&D Group for confirmation of the grading panel's decision. You and your line manager are then told the final outcome. If you are up-graded as a result, 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.

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5. Exceptions

If your job is already at band G or above, the IGR is not dealt with locally but is referred to the Senior management review group (see paragraph 6 for further information about the SMRG).

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6. Senior Management Review Group (SMRG)

6.1 Membership

6.2 Terms of reference

To advise the BBSRC Chief Executive on the need for and effectiveness of senior management reward and recognition, structures and grading in BBSRC sponsored institutes by:

6.3 Grading Review Modus operandi

6.4 Evaluation and decision process

Band G procedure:

Band PC2 procedure: (would also apply to Band PC1, if not Institute/Group Director position)

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7. Appeals

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

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Last updated 01/10/13
Amendment 161 - October 2013