It is possible to appeal against the decision of the job analysts on the grading and score for a post if there are grounds for doing so. This will include disagreement about the substantive interpretation of evidence, as well as a breach of these procedures.
If the member of staff wishes to lodge an appeal, they should notify the ER adviser in writing or by email, normally within a period of two weeks of receiving the outcome of the initial evaluation. The notification should include a statement of the elements of the decision with which the member of staff disagrees.
On receipt of this submission, an appeal panel will be convened consisting of three job analysts, normally including one trade union representative, one member of People and Culture, and one faculty or professional services representative. None of the analysts will have had any involvement in the original evaluation.
The appeal panel will be provided with all relevant documentation, including the original Record of Evidence - (Grading Review Form), the outcome of the evaluation based on it and the grounds for the appeal provided by the member of staff. The panel will invite the member of staff and head for an interview. The panel will re-assess and re-score those aspects of the original evaluation which have been challenged and inform the Head of Department of the outcome, and the reasons for it, based on the re-evaluation.
The information provided by the panel will include a breakdown of any new levels awarded to the post, an explanation of what this means for the post holder and the total score for the post. The decision of the panel will be final.
If the panel's decision leads to a re-grading, the appropriate ER adviser will discuss this directly with the Head of Department.
The formal appeal process should normally be completed no more than four weeks after it starts.