The Performance, Pay and Reward Team will be responsible for informing the individual and their line manager of the outcome of the regrading application as well as giving the appropriate feedback on the rationale for the decision.
3.2.1 Where a case for regrading is successful, the individual will move onto the appropriate grade level, with effect from the first of the month following the date on which the Regrading Panel considered the role. Individuals will normally move to the minimum point on the salary band for the relevant job family unless there is a scale overlap.
Where the salary prior to the regrading is in the contribution zone and is higher than the minimum salary point of the grade level into which the role has been regraded, the role holder will move across onto the next salary point above their current salary in the new level.
3.2.2 The only criterion for requesting a review of the decision of the Regrading Appeal Panel will be on the grounds of procedural irregularity which could reasonably be considered to have affected the outcome of the regrading request. Any request for such a review must be made in writing by the Head of School / Research Institute / Service, stating the reasons for requesting a review and giving evidence of the procedural irregularity, to the Director of Human Resources. The deadline for receipt of such a request for review will be indicated in the letter to the staff member notifying the outcome of their regrading case.
The Director of Human Resources will decide whether or not a request for review will be considered. Reasons for not putting forward an application will include:
a) Any vexatious or frivolous applications or;
b) Where there is insufficient evidence for the review to go forward based on procedural irregularity.
3.2.3 If an application is put forward for review, a further Regrading Appeal Panel will be convened to review the evaluation decision to establish the appropriate grade / level. Members of this panel must not have been involved in the original Regrading Panel or the Regrading Appeal Panel for the role in question. The decision of the subsequent Regrading Appeal Panel is final.
3.2.4 The Performance, Pay and Reward team will carry out equality and diversity monitoring with regard to all aspects of the regrading procedure and will report annually the outcomes to the Equality, Diversity and Strategy Committee and the HR Committee.