CITY OF WAKEFIELD METROPOLITAN DISTRICT COUNCIL

Pay and Grading Appeals Procedure

1. INTRODUCTION AND SCOPE

The Job Evaluation Appeals Procedure has been established to consider appeals arising out of the outcomes from the job evaluation exercise. The exercise was undertaken in accordance with the NJC Single Status Agreement and is separate from all other grievance or appeal procedures.

The purpose of the appeal process is to:

PLEASE NOTE: The closing date for submission is 30 April, 2010.

2 GROUNDS OF APPEAL

An appeal will only be accepted where the appellant can demonstrate that the appropriate job overview did not accurately reflect the job role carried out or where the appellant can show that the job evaluation scheme has been applied incorrectly. Supporting information must be provided (examples, evidence) to substantiate the appeal.

Group Appeals - It may be appropriate to consider appeals from a number of individuals on a group basis. These appeals must meet the following criteria:

Each individual will be deemed as agreeing to waive their individual right of appeal and accept the outcome of the group appeal.

Employees are unable to appeal on the following grounds:

3. GENERAL GUIDANCE

All employees who feel that they have grounds for an appeal should meet with their Line Manager to complete the Pay and Grading Appeals Form - Part A. The completed form should then be passed to the Service Manager/Headteacher, who will sign the form and then submit it to the Pay and Reward Team by 30 April 2010.

The new pay and grading framework will be implemented from the 1 April 2010, regardless of any outstanding appeals. Any outcomes from the appeals process will be backdated to the 1 April, 2010.

Where the appeal group consists of more than three members, employees within the group should nominate no more than three employees to represent the group as a whole. In cases where there are career graded jobs, with individuals at each stage of the career grade, each level of the career grade will be classed as a separate group.

4. PRINCIPLES OF APPLYING THE PROCEDURE

Employees will have the right to be accompanied by one Trade Union representative or one work colleague. It is the employee's responsibility to liaise with their representative regarding arrangements for evidence, meeting dates, etc.

Every endeavour will be made to arrange an appeal as soon as is reasonably practical for employees who are/will be in receipt of protection of salary following implementation and have submitted an appeal,

The effective date of any increase/decrease in pay and grading as a result of an appeal will be 1 April 2010.

At no stage in the procedure can a Line Manager amend an individual's grade/salary without confirmation from the Pay & Reward Team.

5. PROCESS PRIOR TO APPEAL HEARING

Employees who believe that the job overview does not accurately reflect their current duties should complete an Appeal Form.

The Pay and Grading Appeals Form is in two parts, Part A - Step One, Part B - Step Two This form can be accessed as follows:

Step One - Part A

Employee(s) wishing to pursue an Appeal should arrange to meet with their Line Manager to:

(i) Check the job specification, e.g.:

(ii) Ensure that the evaluation code applied is correct. If it is believed to be incorrect, an appropriate code should be submitted to the Pay and Reward Team.

(iii) Discuss the job overview

(iv) Discuss the process and grounds on which an appeal will be accepted and agree appropriate additional information

(v) Complete Part `A' of the Appeals Form.

Following the meeting, the completed Part `A' will be passed to the Service Manager/Headteacher for signature. The Service Manager/Headteacher will forward the completed form to Pay and Reward Team, Room 75, County Hall, Wakefield by 30 April 2010.

Step Two - Part B

If following the outcome of Step One - Part A an employee(s) wishes to progress to an Appeal Hearing, then they should complete Part B of the Appeals Form, once they have received the appropriate overview from the Pay and Reward Team.

The completed form should be submitted to the Pay & Reward Team, Room 75, County Hall, Wakefield, 14 days before the scheduled appeal hearing date. Failure to meet this requirement may result in your appeal being postponed.

A copy of the completed form and documents should be retained by the employee(s).

6. THE FORMAL APPEAL HEARING

If following the meeting with the Line Manager and the processes within Part `A' of the Appeal Form have been exhausted an Appeal Hearing will be arranged as soon as it is reasonably practical

Employees cannot progress to appeal hearing until the above has been concluded.

All employees will be required to provide documentary evidence to support their appeal in relation to the factors being disputed and/or be able to demonstrate that existing documentation is incomplete or inaccurate. This information should be provided in Part `B' of the Appeal Form.

The form must contain the comments of the Line Manager on the factual content of the appeal and the accuracy of the employee(s) case. The manager must not declare support or otherwise for the appeal.

Appeal Hearings will be arranged by Human Resources. The timescale for scheduling the Appeal Hearing will be dependent upon the number of appeals received but, in any event, as soon as it is reasonably practical.

Formal Appeals will be heard by a panel comprising of:

The panel will:

It is the responsibility of the employee(s) to:

The employee's Line Manager must also attend to clarify any points raised by the Chairperson.

The employee's Line Manager may still choose to attend to clarify any points raised by the Chairperson.

The decision of the appeal panel will have one of the following outcomes:

The decision of the Panel will be communicated to the employee(s) in writing within 20 working days of the Appeal Hearing.

The decision of the Formal Appeal Panel will complete the Councils Appeal Process.