Topics

What is grading ? The applicable procedure Appeals Exceptions & Tricky cases

What is grading ?

Art.2.2 of the Staff regulations:Jobs shall be classified in categories and grades, in accordance to the duties and responsibilities attaching to them (…) 

Art. 2.4 :A description of the duties and responsibilities attaching to each grade shall be established by the Director General after consulting with (the Administrative Committee)

MAIN TOOLS :Common system guidelines (structure and main contents)Job Families and Matrix of Factorshttp://www.ilo.org/intranet/english/bureau/pers/class/jobs/jobs_index.htm

Job DescriptionOrganization Charts

  Main principles:All vacant jobs should be properly graded before being filled

Changes in tasks performed should be matched against grade

Competencies to reach a higher grade level may be tested

Grade is attached to a job, not to the official performing related duties

Grading procedure should be both decentralized and coherent

Procedure should respect some fundamental principles, such as fairness, transparency, right of appeal

The Applicable Procedure

Circular 639 of 11 June 2003

Legitimacy: Collective Agreement on a Procedure for Job Grading

A job grading review can be initiated by staff member or line manager

IF formal reorganization or material change in duties & responsibilities

HRD (or the regional SHRO) carries out a technical evaluation(normally within 3 months – Except EUROEP & Arab States)

If upgraded, from the date of submitting request for review

Complete a Job Data Questionnaire and send it to HRD (or the relevant regional SHRO – Except EUROPE & Arab States)

Special Cases

Regrading and changes in category

Regrading and changes in grade band

Regrading by more than one grade

Downgrading of the position

Temporary change in responsibilities

Grading & Personal Promotions

Appeals Procedure

The Independent Review Group :Decision refusing review, decision refusing grade, non response

Chronological order, rules of procedure, recommendation to the DG

Joint panel: only if decision was flawed

Otherwise, ILO Administrative Tribunal

Regrading during Probation period

Exceptions and Tricky Cases

No proper grading before recruitment

Budgetary considerations to reject request for review

Blackmailing (or void promises) if request for transfer

Invoking quotas, or equity, or precedent Grading for TC, Ex.Coll, Precarious & post-precarious employment, ISSA, IILS …

Non existing or obsolete job description

Revising job description to avoid regrading