25. PERSONAL APPLICATION FOR REGRADING

Periodically, management will make re-organisation proposals which will involve changes to the approved staffing establishment. Such proposals will be the subject of consultations with the relevant staff representatives. However, individual members of APT & C staff may, from time to time, wish to submit a personal application for regrading, based on a substantial change in the duties and responsibilities of their post and the following procedure will apply.

2. PROCEDURE

2.1 An application by members of APT & C staff for regrading of their post will be submitted to the Employee Relations Manager on the appropriate form.

2.2 When the application for regrading is received, the Employee Relations Manager will arrange an interview with the applicant to ascertain the full details of the case, and to enable a thorough evaluation of any additional duties to be undertaken.

2.3 The applicants immediate superior will also be interviewed to clarify reporting relationships, levels of responsibility etc.

2.4 A report will then be prepared on the case and presented to the Director of School or Service together with the Employee Relations Manager's recommendation. If the application for regrading is accepted a new job description will be drawn up, a PO1 form will be completed and the regrading backdated to the date of the individuals application.

2.5 If the Director of School or Head of Service does not agree with the recommendations made, full details of the case will be referred to the Director of Personnel for decision.

2.6 All background papers and reports on regrading applications will be kept centrally within Personnel.

2.7 Employees will have the right to appeal against the grading decision to the Pro Vice Chancellor and Deputy Chief Executive no later than one month after notification of the decision. The decision of the Pro Vice Chancellor and Deputy Chief Executive is final.

3 CRITERIA FOR CONSIDERATION OF REGRADING APPLICATION

When investigating claims for regrading the Director of Personnel will concentrate the investigation on:-

- permanent change in the level of duties and responsibilities attached to a post authorised (or accepted as necessary) by management.

An increase in the volume of work undertaken by the postholder will not necessarily entail an increase in the level of responsibilities of a postholder i.e. checking 100 invoices entails no more responsibility than checking 10 invoices.