Following the implementation of the Framework Agreement changes had to be made to the processes for regrading staff. The procedure has now been agreed and staff may apply for a promotion if their job has changed to the extent that it matches a higher benchmark profile. The process is detailed in the documentation but if you have any queries please contact a member of the HERA team
This procedure will aim to enable the equitable and transparent progression of staff in the Teaching and Scholarship and Research job families.
Why do we have a promotion procedure?
The University wants to fairly reward and retain staff and recognises that jobs will change and develop. The University wants to ensure that as the business needs of an Academic school develop that roles are flexible enough to adapt to the changing needs. This may involve recruiting to new positions, restructuring of a Department or School or changing an individual’s duties. It is recognised that changes may have occurred to roles since the HERA assessment