Professional Documents
Culture Documents
Introduction
• During the spring term HR will announce to all staff when the Annual
Job Evaluation Panel will be meeting. Where line managers plan to
change responsibilities significantly, a revised job description should
be submitted to the Panel. By this stage line managers should already
have discussed their proposals to change the job description with the
role holder, pointing out they will be seeking authorisation to formalise
the changes and have the role re-evaluated. The role holders should
be comfortable with the proposed new responsibilities at this stage, in
order for the new job description to be approved.
• Any pay adjustments will be effective from 1st August following the Re-
evaluation Panel. Increases will be in increments relating to the next
step up on the Framework Agreement Pay Spine and will be subject to
approval by the Management Committee. Incremental increases will
start at £500 p.a. increasing to a maximum of £1,400 at the top of
Grade F.
Notes:
This policy will have the aim of treating all staff fairly through consistent
application of the procedures and will take into account any impact on equal
pay for work of equal value. Staff on part-time and fixed term contracts will be
given equal consideration, as will staff absent for long periods of time e.g.
maternity leave and sickness absence where they will be assessed according
to the time actually spent at work.
This document is for information only and is not incorporated into any contract
of employment between the College and members of staff
June 2007
NAME:
JOB TITLE:
CURRENT PAY GRADE:
CURRENT SALARY:
REASONS FOR RE-EVALUATION REQUEST AND CIRCUMSTANCES
LEADING TO INCREASED IN RESPONSIBILITIES (Where progression to next
grade applied for, please give evidence criteria has been fulfilled – see Grade
Progression Criteria document)
RESULTS:
PANEL DATE:
PANEL MEMBERS: