ITEM EX11 - Annex 3EXECUTIVE - 29 APRIL 2003JOB EVALUATION FOR COUNTY COUNCIL EMPLOYEESAppeals Procedure Objectives of the Appeal Procedure The appeal process aims to be accessible to all affected employees. Therefore, it will be as user-friendly as possible and will allow employees to make their case in writing and/or in person, with the assistance of a colleague or trade union representative if they wish. The objective of the appeals process is to ensure that all relevant information about the job is gathered so that an accurate evaluation can be made. Because the job evaluation scheme is applied as an objective assessment it is possible for factor scores and, consequently grades, to go up or down as a result of the appeal process. Throughout the Appeal Process priority will be given to those whose jobs experience a down-grading as a result of job evaluation. Grounds for Appeal The grounds for appeal are as set out in the Green Book Part 4.1, Section 6.
Appeal Process Stage 1 - Job Overviews. Job-holders may ask for a copy of their moderated job over-view. Requests for job over-views must be submitted by 31 July 2003 or 30 September 2003 for schools staff. Stage 2 – Informal Discussions. Where a job-holder believes that the job-over-view is incorrect or insufficient he/she will complete the Further Information document and send this to the Job Evaluation Co-ordinator seeking an Informal Discussion. The Further Information document will be sent to the relevant manager for comment. The Informal Discussion will be arranged with a specially trained human resources officer, Unison representative or designated job evaluation adviser. The aim of the informal discussion is to clarify the scheme and to ensure that all the relevant information and points of dis-agreement are recorded clearly on the Further Information document. Stage 3 – Re-Moderation Where a job-holder remains dis-satisfied after the Informal Discussion he/she will notify the Job –Evaluation Co-Ordinator within 1 month of the date of the discussion. The job-holder will submit the completed Further Information document to be re-moderated by the relevant Moderation Panel. The outcome of this re-moderation will be notified to the job-holder within 3 months of the receipt of the Further Information Document. If it is not possible to adhere to this timetable the job-holder will be notified and reasons given. Stage 4 - Formal Appeal Where a job-holder continues to believe that his/her job has not been correctly graded he/she will inform the Job Evaluation Co-Ordinator within 1 month of receiving the outcome of the re-moderation. The job-holder will submit the completed Further Information document by the deadlines notified. The Panel will consider this, the Job Description Questionnaire and the Gauge interview record where available and may seek further information from relevant managers. The job-holder may choose to address the Panel in person or not and can be represented by colleague or Unison representative. The outcome of the formal appeal will be notified to the job-holder within 3 months of the receipt of the Further Information Document. If it is not possible to adhere to this timetable the job-holder will be notified and reasons given. The decision of the Formal Appeal Panel is final. The Formal Appeal Panel The Formal Appeals Panel will be made up of one elected member of Democracy and Organisation Committee in the Chair, a Human Resources Officer from a Directorate other than that of the appellant and a Unison representative. The panel will be advised by the Head of County Personnel, through the Job Evaluation Co-ordinator. The Panel may require relevant managers to give evidence to the Appeal Hearing as necessary. All members of the panel will be trained in the scheme. April
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