1. Where an appeal is requested a formal panel hearing will be arranged. Appeals can be submitted by either the role holder or the line manager but either party must notify the other of their intention and keep them informed. It is recommended that role holders and line managers work together on appeal submissions.
2. Appeal panel hearings will normally be held within two months of the appellant formally notifying Human Resources of that intention and not more than three. Acknowledgement of the appeal request will be sent will normally be sent within 10 working days of receipt and copy in relevant line managers as well as other relevant role holders The date of the grading appeal panel and details of the process will be communicated to the role holder and their line manager as soon as reasonably possible afterwards and normally no more than a further 5 working days.. Appeal hearings will normally seek to hear two or more separate appeals and in some circumstances this may cause a delay.
3. The appeal will be considered by a panel consisting of two people fully trained in the university job evaluation scheme. One person will be nominated by the university management and the other by Unison or UCU. Neither person will have been involved in the appellant’s or a related evaluation process previously, including checking the evaluation.
4. The appellant will be given the total job evaluation score for their post and the scores for each element to enable them to consider their appeal submission. Appellants will receive this within 5 working days of their request.
5. Appellants who are trade union members are encouraged to consult their trade union to access advice and support from local branch officials with experience of job evaluation.
6. The appellant must submit a written statement setting out which scoring elements they wish to appeal against and why. The written submission shall be submitted by, or on behalf of the appellant, not less than 15 working days before the hearing and must have been agreed by the line manager for accuracy. In exceptional circumstances the Chair of the Appeal Panel may agree to receive an oral submission only. Please see Guidance and advice on preparing for an appeal.
7. A response to the appellant’s submission will be prepared by Human Resources and provided to the Grading Appeal Panel. A copy will be provided to the appellant for their information.
8. The appeal will be considered by the panel on the basis of the written submissions which shall relate solely to the evaluation of the information contained in the role description and/or record of evidence. Exceptionally, the panel may consider oral evidence presented at the hearing, however any such evidence will need to be validated and may delay the outcome of the appeal outcome. Where the panel have sought to validate new evidence, the appellant will be informed as to what the panel have established.
9. The appellant may attend the hearing and, if so, may be accompanied by a colleague or union representative.
10. The appeal panel may call for additional evidence and/or a re-evaluation interview.
11. The panel may decide to uphold or reject all or any part of an appeal. If there is disagreement between the panel members, the management representative shall have a casting vote. The panel shall give its decision in writing within five working days of the hearing, setting out the reasons for each part of its decision and whether or not each part was a unanimous decision.
12. The effective date for any re-grading decision as a result of the panel hearing shall be the date at which the revised job description content was received. The University Grading Appeal Panel’s decision is final.
13. The outcomes of all appeals (and the related paperwork where requested) shall be available to the Grading Review Group.