1. THE APPEALS PROCESS Purpose To provide a mechanism for employees appealing against the outcome of the application of the Scottish Joint Council Job Evaluation Scheme.

2. THE APPEALS PROCESS Principles Fairness, equity, transparency, simplicity – key principles This process is the only one which can be used No recourse to any other Council procedures Outcome of appeal will be applied to all relevant jobs Partnership approach – Trade Unions, Management, H.R.

3. THE APPEALS PROCESS Grounds of Appeal Appeals only admissible where employee considers they are: Matched to the wrong job family and/or Matched to the wrong level within a family

4. THE APPEALS PROCESS Appeals Panel Representatives from - Trade Union - 1 - Management - 1 - Human Resources - 1 Panel Adviser - formally trained in Job Evaluation Scheme Chair rotates - Management & Trade Union Panel decisions will be by majority No involvement with appeals involving own Service

5. ROLE OF APPEALS PANEL Act in a fair and impartial manner Act in an independent objective way Act in an open minded manner Ensure fair play Not representing Management or TU’s Ensure all facts for the grounds of appeal have been taken into consideration in the re-evaluation Highlights the Council/TU partnership e.g. sitting as equal partners at the table Trained in appreciation of the scheme

6. THE APPEALS PROCESS Initiating the Appeal Appeals Application Form only Discussions with manager prior to submission Trade Union assistance in completing Form May provide supporting documentation

7. THE APPEALS PROCESS Informal Stage Sort out straight-forward Appeals Appellant and Job Analyst meet Trade Union Representative/Workplace Colleague, if required Clarifying positions Different Job Analyst from original evaluation if possible

8. THE APPEALS PROCESS Re-evaluation Job Analyst re-evaluates job Different Job Analyst from informal stage Trade Union Representative/Workplace Colleague if required Large groups up to 3 people Discuss outcome at Panel

9. THE APPEALS PROCESS Appeals Panel Hearing Trade Union/Workplace Colleague, if required Appellants Line Manager, if required Job Analyst explains outcome of re-evaluation Presentations and Questions Panel decision, in private, on the day

10. THE APPEALS PROCESS Outcomes Job placed into different level (applied to individual evaluation) Grade remains same or goes up Notified in writing Effects on others parts of the Organisation