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Background

A Team has several individuals in similar roles at the same grade, undertaking similar duties. Over time, one individual has tended to volunteer for a more senior role/more responsibility. This model has proven to work well, and following a review, the decision was taken to change one role to become this more senior position. This will clearly be a promotion opportunity for several people within the team, and potentially, there is interest from more than one person. The new role has been approved via Establishment Review and is confirmed as one grade higher than the existing roles. The team's headcount remains the same, so one of the lower-graded roles will be deleted and replaced by this new, higher-graded role.

Process

• All individuals are consulted about the proposed changes to the structure.
• Following consultation, the new role is ringfenced for the eligible individuals currently occupying the lower-graded roles.
• The eligible individuals are subject to a competitive selection process, which is suitable for identifying the most suitable candidate. One candidate is appointed to the new higher-grade role, and the unsuccessful candidates discuss their development needs, identified through this process, and implement a development plan with their line manager to support their career development.
• In the unlikely event that following the selection process, it is decided the new higher graded role is not suitable for any of the existing team members (i.e., all team members have been unable to demonstrate that they have the necessary skills, knowledge or experience to undertake the role and will not be able to obtain this through on the job training), all team members will be placed at risk of redundancy and the Change Management Process will be followed.
• The new role will then be appointed via external recruitment.

Background

This is a specialist role, and only one team member has the required skill set to perform it. Significant changes are required to the role due to changes in role requirements, e.g. amalgamation/expansion of service, increases in team and/or workload size, new legislative requirements, and the introduction of new technology. There is now a requirement for a role with greater responsibility, which has accountability for a broader remit, as well as line management responsibility for a new, more junior post. The postholder has been operating successfully in the present role, has demonstrated the capacity to adapt to new requirements, and has helped the organisation prepare for these changes. The new role has been approved via establishment review and is confirmed as one grade higher than the existing role. The team's headcount remains the same so that the existing role will be deleted and replaced with this new, higher-grade role.

Process

• The current postholder is consulted about the proposed change to their current role.
• As part of the consultation, the suitability of the new role is discussed with the existing post holder, and it is concluded that the new role may well be a suitable alternative for this individual, given the similarity in the skills, knowledge and experience required.
• The new role is ringfenced for the existing postholder, who is given the opportunity for a priority interview to determine suitability.
• Following the interview process, if it is decided that the new higher-grade role is suitable for the existing postholder, they will be appointed to the role, and a development plan will be put in place to support the individual in the new role.
• Or if it is decided that the new higher graded role is not suitable for the existing postholder (i.e., the postholder has been unable to demonstrate that they have the necessary skills, knowledge, and experience to undertake the role and will not be able to obtain this through on the job training), they will be placed at risk of redundancy and the Change Management process will be followed. The new role will be posted externally for recruitment.

Background

The administrative support role requires significant changes due to evolving role requirements, e.g., service amalgamation/expansion, increases in team and/or workload size, new legislative requirements, and the introduction of new technology. This is a new area of work for the current postholder and requires a completely different skill set. The new role has been approved via establishment review and is confirmed as one grade higher than the existing role. The team's headcount remains the same so that the existing role will be deleted and replaced with this new, higher-grade role.

Process

• The current postholder is consulted about the proposed change to their current role.
• As part of the consultation process, the suitability of the new role is discussed with the existing post holder, and it is concluded that the new role is not a suitable alternative for this individual, given the differences in the skills, knowledge and experience required.
• The existing postholder is placed at risk of redundancy, and the Change Management process is followed.
• The new role will be appointed via external recruitment.

Background

A support role requires a grade change due to changes in role requirements, e.g., a shift in service focus or the introduction of new technology. The new role has been approved via establishment review and is confirmed as one grade lower than the existing role. The team's headcount remains the same so that the existing role will be deleted and replaced with this new, lower-graded role.

Process

• The current postholder is consulted about the proposed change to their current role.
• As the new role is a grade lower than the postholder's existing role, it is not considered a suitable alternative.
• The existing postholder is placed at risk of redundancy, and the Change Management process is followed.
• If the individual is willing to accept the lower grade post, they will be considered for salary protection of pay and benefits under the Salary and Benefits Protection Scheme Appendix 2.
• If the individual chooses not to accept the lower-graded role, they will be eligible for redundancy, and the new role will be appointed via external recruitment.