Appointing one point below
We have a collective agreement with recognised trade unions. This provides managers with the ability to appoint 'one point below' in exceptional circumstances.
We usually appoint candidates on the grade relevant to the position. This grade will be included in job adverts, recruitment packs and confirmed in discussions with the hiring manager.
In exceptional circumstances, where a candidate does not fully meet the criteria for the post, we may appoint them to a single salary point, one point below the incremental grade minimum. They can be on this salary point for a period of up to 12 months.
We define 'one point below' as the spine column point below the lowest point of the appropriate grade. We will regard this as a single-point appointment and we will not award increments.
This process cannot apply to Grade 1 posts. It is unlikely to apply to posts paid on a single spine column point.
Where it does apply, we will advise candidates through the recruitment process. If not, as a minimum, we will inform them when we make them a conditional offer. We will confirm it in their offer pack. The relevant terms and conditions will be those applying to the grade appointed to, not the grade for the job.
Criteria for appointing one point below
It applies where the appointee does not fully meet the requirements usually expected for the role, including:
- skills and knowledge
- aptitude and conduct
- qualifications or suitable progress towards achieving required qualifications
Time limit
One point below appointments are time-limited to 12 months. At the end of 12 months, the employees should have acquired:
- the required skills, knowledge, experience and qualifications
- or, be making suitable progress towards achieving the required qualification
Managing the 12-month training period
We will set starting objectives for new employees that we appoint under this scheme. The process provides an opportunity to link development and goals to professional accreditation, where appropriate.
This period will include inducting, training and advising an employee on their duties and responsibilities. We want to ensure the best from all our employees and make a fair assessment of their progress.
The applies to employees that we appoint under this scheme. It provides an opportunity for early assessment of performance and progress towards role requirements. See the probation policy for more information.
The probation policy applies during the employee’s initial four-month probationary period (or five months if extended). Following successful completion of the probationary period, managers will utilise the remainder of the 12-month development period to continue to support, review and assess an employee's:
- skills and knowledge
- aptitude and conduct
- qualifications or suitable progress towards achieving required qualifications
- performance against targets and objectives set
The line manager will regularly meet with the employee to review progress.
The line manager can move an employee to the bottom of the appropriate grade at any time during the first 12 months. Contact HR for any exceptions to this.
Incremental pay progression will apply as per the Green Book Employees Pay and Conditions Policy.
This is on the basis the employee has:
- fully met the standards of ability
- the aptitude and conduct required for the post
- performed successfully against targets or objectives
This is in addition to any requirements to achieve the necessary qualification or suitable progress toward achieving the required qualification.
Where an employee is not making satisfactory progress, the manager will take appropriate action in line with our relevant policies and procedures.
We will not extend the 12-month period to make any exceptions.