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RAVENSBOURNE COLLEGE OF DESIGN AND COMMUNICATION

“REWARDING PERFORMANCE, RECOGNISING ACHIEVEMENT”

GRADE PROGRESSION – STAFF POLICY

Introduction

Grade progression will recognise significantly increased responsibilities and


can take the form of progression within a grade or progression to the next
grade. This is determined by the scale of the increased responsibilities and
the subsequent re-evaluation of a job description by the annual Job
Evaluation Panel, which will normally meet during the spring term. Any
increases will be effective from August of that year. The Hay process which
was used to develop our pay and grading structure as part of the Framework
Agreement will be used annually for re-evaluation, and the resulting point
score will be used to determine where a post holder should be placed within
the pay structure. Following re-evaluation the role holder will be notified
whether revisions in the job description have changed the score for the role
and if so whether there will be a change in the salary, either within the current
pay band or an increase to the starting point of the next pay band. Re-
evaluation does not guarantee a change in salary or pay band and it is
anticipated any changes will be exceptional unless there is a clear case for
promotion. The College may postpone a panel if there are budgetary
restraints.

Procedure for Re-evaluating Job Descriptions

• 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.

Examples of significant increases in responsibility include:


o Addition of line management responsibility for a new team
o Acquisition of a new business area
o Responsibility for a new course
o A substantial and quantifiable increase in responsibilities which
will need to be evidenced in the application
o Additional responsibility for running or managing a new
procedure or system which will have significant impact on the
College

Personnel/Grade Progression/Grade Progression Staff Policy/11.12


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Grade progression criteria are held in a separate document and staff
must fulfil these criteria to be considered for advancement to the next
level.

• Where job descriptions are to be re-evaluated, line managers should


discuss the proposals with their senior manager who in turn may
submit the revised job description and justification for the changes (see
Appendix I) to HR by 2 April 2008. Any submissions received after this
date will not be considered

• The Management Committee’s role will be to consider whether the


proposed changes are in accordance with institutional objectives and to
approve re-evaluation

• The senior manager will be responsible for reporting the outcome of


the evaluation panel to the employee and their line manager, and
where appropriate advise on any pay adjustments. HR will follow up
with a letter in writing confirming the outcome, together with a copy of
the new job description

• If any employee is dissatisfied with the outcome of a re-evaluation, they


can discuss their case with their senior manager and if appropriate
convey their concerns in writing to the Director of Human Resources
within 5 working days of receiving the decision. This letter should
detail the reasons for disappointment with the outcome of the re-
evaluation. The Director of Human Resources will review the letter
with the Chief Executive and respond within a further 20 working days.
The decision of the Chief Executive and Director of Human Resources
will be final

• 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.

• Anyone who is on their probationary period, who is currently under


disciplinary action or where there are capability concerns, will be
excluded from grade progression.

Notes:

I. Significant achievements above the expectations of a role will be


recognised through the Non-Consolidated Reward Strategy and not the
re-evaluation process
II. Where grade progression is successful, two years must elapse before
another application can be made

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III. In exceptional cases where there may be significant responsibility
changes out of the annual grade progression cycle, salary adjustments
will be effective from the date the Management Committee approve the
changes or the date following that when the employee takes up the new
responsibilities

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

Revised February 2008

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RAVENSBOURNE COLLEGE OF DESIGN AND COMMUNICATION

RE-EVALUATION APPLICATION (to be submitted together with current and


revised job descriptions)

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)

CONFIRMATION THE INDIVIDUAL IS PERFORMING WELL IN KEY AREAS


OF THE CURRENT ROLE. PLEASE GIVE EVIDENCE OF GOOD PRACTICE
WITH REFERENCE TO THE JOB DESCRIPTION

PLEASE COMMENT ON ANY AREAS REQUIRING IMPROVEMENT

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AUTHORISATION:

LINE MANAGER’S NAME:


LINE MANAGER’S SIGNATURE:

MAN. COMM. MEMBER’S NAME:


MAN. COMM. MEMBER’S
SIGNATURE:

RESULTS:

PANEL DATE:
PANEL MEMBERS:

NEW GRADE IF APPROPRIATE:


NEW SALARY IF APPROPRIATE:
JUSTIFICATION FOR RESULT:

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