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The University recognises that roles will continue to develop and change in line with operational needs and that restructuring of roles may be necessary from time to time. The re-grading process set out below aims to provide a consistent, transparent and equitable procedure for assessing significant and material changes to existing roles using the agreed job evaluation scheme.

This is separate and distinct from the Development Pathway Framework where it is clear at appointment stage for the manager and employee the skills, knowledge and/or qualifications they need to achieve in order to be developed to work at a higher grade.

Roles that have undergone substantive and material changes are subject to job evaluation before being presented to the Regrading Committee. The University uses job evaluation to provide a fair and consistent system for the allocation of grades to jobs to support equal pay for work of equal value. HERA (Higher Education Role Analysis) is used for Grades 1 to 8.HERA is made up of 14 elements which reflect the values of higher education and the aspects of jobs seen as the most important. The Korn Ferry (formerly known as Hay) job evaluation scheme is used for senior Grade 9 Professional & Managerial staff. It is the most widely used proprietary system in the world and was specifically reviewed and adapted for use in higher education. It looks at factors such as know-how, problem-solving, accountability and the type of impact the job has on the organisation’s aims and goals.

 It is important to remember that it is the role that is being evaluated, not the role holder or their performance.

Timescales

The following table shows the dates of the meetings of the Re-Grading Committee and the submission deadlines for academic year 24-25. 
Requests received after these deadlines will not normally be accepted and may be held for the next available meeting of the Re-Grading Committee.

• Re-Grading Procedure
• Re-Grading Request Form