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If after being evaluated it is determined that the post should be graded at a higher level the increase will take effect from the date you submitted your application. There is no provision to back date payments prior to this. Further information can be found in the Regrading Application Policy.

The Council's Regrading Application Policy can be accessed here.

You must complete the Application for Regrading Review Form confirming whether you are applying for yourself or as a group of staff, and submit this to your Director/Service Director.

Any applications received between the dates of 1 October to 31 March will be processed by 30 June each year, and any received between the dates of 1 April to 30 September will be processed by 31 December each year.

The Application for Regrading Review Form can be accessed here.

No, in these circumstances either an honorarium arrangement as per the Honorarium Policy should be set up, or the temporarily vacant post should be advertised in accordance with the Secondment Policy.

Both Council policies can be accessed here.

Discuss the proposed application with your manager in the first instance. You must be able to evidence that your duties have increased your levels of responsibility.

If your manager agrees that this is the case you should complete the Application for Regrading Review Form detailing the substantial changes to your post.

This information will then be forwarded to the Director/Service Director for review.

The Application for Regrading Review Form can be accessed here.

No. As part of the consultation process, the manager should consult with affected employees and their Trade Union Representatives about any changes to existing job descriptions.

Once proposed new job descriptions have been drawn up, the manager will submit these to Human Resources for them to be evaluated.

The outcome of these evaluations will determine the grades of the posts and will be agreed through the Council's Change Control Procedure, which authorises organisational, structural and post reviews.

A Review Panel, chaired by a representative of either the Director of Human Resources or the Director of Legal & Democratic Services will hear your case, in private, within three months of your application date.

The Chairperson will be non-voting, but will provide advice and guidance to two Service Directors/Heads of Service independent of your service area, and one Trade Union Representative who will make the decision as a panel.

You will be expected to attend the meeting to provide further clarity on your application.

Both you and your Director/Service Director will be advised in writing of the decision, within 10 working days.

If the panel accept that you have evidenced a substantial change in your duties and the level of your responsibilities then they will confirm this fact and ask the Director of Human Resources to arrange for your post to be evaluated, and the outcome of this evaluation will determine whether your post should be regraded.

If the decision is to not agree to the regrading application you will be notified that your application was unsuccessful. There are no provisions to appeal against this.

You will not be able to submit a further application for regrading until 12 months after the date you were informed that your application was unsuccessful. Further information can be found in the Regrading Application Policy.

The Council's Regrading Application Policy can be accessed here.

It depends. The duties attached to all posts may vary over time, but this may not necessarily change your level of responsibility. Such variations are a common occurrence, and do not provide a justifiable basis for regrading.

However, if the change in the responsibility level of your duties has been substantial and your grade has not been altered to reflect this, or you are concerned or dissatisfied with the decision in respect of the grade for your post, then you may make an application for a review using the Council's Regrading Application Policy.

The Council's Regrading Application Policy can be accessed here.

If the Director/Service Director accepts that you have evidenced a substantial change in your duties and level of responsibility; they will countersign the form and submit it to the Director of Human Resources who will arrange for the post to be evaluated.

As part of that evaluation process, the Council's Job Analyst may need to meet with you and your Director to clarify any queries.

If after being evaluated it is determined that the post should be graded at a higher level the increase will take effect from the date your application was submitted.

If it is determined that the post should not be graded at a higher level the matter will be considered closed and you will not be able to submit a further regrading application for 12 months.

If after submitting your application your Director/Service Director does not accept that you have evidenced a substantial change in your duties and your level of responsibility, they will countersign the form and submit it to the Director of Human Resources.  The Director/Service Director will then write to the employee advising them of the reason for the decision and clarifying the next stage of the process.

If the employee wishes to submit their application to the review panel they will be required to write to the Director of Human Resources within ten working days of receiving the decision of the Director/Service Director.

Further information can be found in the Regrading Application Policy.

The Council's Regrading Application Policy can be accessed here.

The only information required is any additional duties/responsibilities that are not included in your current Job Description and Person Specification.