Human Resources

5.0 Evaluation

5.1 Vacant Jobs

The outcome of the evaluation will be communicated to the line manager who can then submit the role for recruitment authorisation. 

5.2 Existing Jobs

The outcome of a re-evaluation will be communicated to the line manager in the first instance.  The HR Manager responsible for the area will be available if required to discuss the evaluation and consequences of the outcome. The current job holder will be informed of the outcome by their line manager and this outcome will also be confirmed in writing by the HR Manager.

 Job descriptions should be discussed, reviewed and updated at the annual Progress Development Review Meeting. 

A re-evaluation may or may not lead to an increase in score or grade.  

5.3 Increase In Score Leading To Higher Grade

Where an increase in the score means the job stays within the score boundaries for the current grade, there will be no change in either grade or salary.  Where, however, the increase in score means the job now falls within the  score boundary for a higher grade this outcome will be communicated by the HR Manager to the relevant line manager in the first instance.  For new and established roles this will be a move to the lowest spinal column point of the grade.  Where the established post holder is currently on a spinal column point  that overlaps the higher grade, the new salary will move to the equivalent spinal column point in the new grade.  Normal incremental progress will then apply to the new grade.  The job holder’s salary will move to the new grade with effect from the first day of the month following the panel.   

5.4 Decrease In Score Leading To Lower Grade

Where a decrease in the score means the job stays within the score boundaries for the current grade, there will be no change in either grade or salary.  Where, however, the decrease in score means the job now falls within the score boundary for a lower grade this outcome will be communicated by the HR Manager to the relevant line manager in the first instance.

 If the current pay of the job holder is higher than the maximum point of the new lower grade, the job holder will have their current salary protected (frozen) for 12 months. The salary will then revert to the top (non-discretionary) spine point of the grade of the new job from the date of re-evaluation. 

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The HR team is based on the first floor of Egmont House
Postal address: Human Resources, Birkbeck, University of London, Malet Street, London WC1E 7HX
Email: humanresources@bbk.ac.uk