The Establishment Review process is for:
a) Significant proposed changes to an existing PTO role (significant changes are defined as those in excess of 20%); or
b) Proposed changes to a PTO structure (excluding introduction of brand new roles, where there is no impact on existing roles within the structure). You should discuss your plans with your HR Partner/HR Strategic Partner who will be able to advise on the appropriate process.

You should attempt to resolve any issues with your line manager in the first instance. Where it has not been possible to do so, raise the issue with the line manager's manager or contact the HR Staff Hub to speak to an HR Adviser.

The JE Panel will provide feedback on their evaluation to the Manager who may need to return to the Establishment Review Panel, to consider whether the outcome presents a potential issue for the new structure/role.

Yes. The PTO Establishment Review Panel has several options it can adopt e.g. approve a request, approve a request with changes, place a request on hold pending more information from the manager, reject a request as not congruent with the strategy/work of the Faculty/Department. This list is not exhaustive and in any event the PTO Establishment Review Panel will provide feedback on their decision.

No but a line manager can return to a future meeting with an updated request. In this instance the manager should clearly show how the business case has changed from the one originally rejected.

A manager will submit a request for a proposed new role(s) which meets the needs of the faculty/department. This could be at a higher or lower grade than the current role. The PTO Establishment Review Panel will determine whether a change in role and/or structure is approved. The Job Evaluation Panel will then review all proposed Job Descriptions in order to determine the appropriate grade. It is possible that the grade of a role will increase, decrease, or stay the same as a result of this process.

No. All individuals must at least have an interview to confirm their suitability for the new roles. As part of the request the manager should explain how they wish to fill the post e.g. advertise internally and why this is the appropriate method.

Following consultation with the Trade Unions, we have taken the approach to avoid placing staff at risk of redundancy wherever possible. This means that, where there is another available role in the structure, which could potentially be considered a suitable alternative for the individual (either at the same grade, or a higher grade), the individual will be given priority consideration for this role in the first instance.

Yes. In this way the Panel can ask any questions they may have, and the manager has the chance to “bring to life” the business case for the requested changes.

This is not the process for you to achieve that objective. This process looks purely at the needs and requirements of the role not the performance of the individual undertaking this role. In this situation you could potentially consider using the Pay Relativity process and/or looking at how you can support that individual to move to the next suitable role in their career path. You should discuss this with your HR partner who will be able to direct you to the appropriate resources. The College is committed to recognising staff members’ achievements in their role through the College staff recognition awards, and through the Pay Review Framework.

There are several key differences which are designed to improve transparency and consistency in the approach across the College. This process is forward facing so managers are expected to have approval before they put any changes into operation. It is not an individual promotions process but focuses on roles/structures. It will apply to all changes to all existing roles/structures (but not new roles that do not impact existing roles within the structure). This will require the manager to explicitly explain the changes in the role and the reasons for these changes to a local panel which we will be able to make an informed decision on the need and validity for these changes. Once all the appropriate information has been supplied the new job description will go to the weekly job evaluation panel for review. Finally how the roles will be filled will also be transparent to ensure it is inline with the values of the College.

No. PTO staff can apply and progress to a role at a higher grade where

a) a higher graded role becomes available within the structure either as a result of changes to an existing structure (approved via PTO Establishment Review).

b) there is a vacancy due to someone leaving or creation of a brand new role and the individual is successful in the recruitment process. Please see the resources career development support.