Red-circle policy / process
Where the size/scope of a role has reduced as a result of restructuring, operational changes, the introduction of new technology etc, and the role is consequently evaluated at a lower grade through the grading review process, the Universitys red-circle policy will be implemented.
This policy aims to ensure that the needs of role holders who occupy red-circled posts are addressed in a fair, consistent and positive manner within the agreed protection period.
The protection period will be three years from the date specified in the grading review letter. During this time role holders will not receive annual increments until they cease to be red circled, they will, however, continue to receive the nationally agreed cost of living increases.
Process
When a role is identified as being red-circled, the initial focus will be on the development of the post, where this is possible, in an attempt to bring it back up to the expected grade. Where there are no opportunities for role development, or the development opportunities are uncertain, the role holder will be given the option* to move to a post at the higher grade (either within or out with the School/Unit) if an appropriate one becomes available.
*Individuals in red-circled posts will be interviewed for any appropriate posts (as vacancies arise) before that post is advertised. If an individual is deemed not suitable for the vacant post, having considered reasonable training and support, justification from the Selection Committee must be provided to the Director of Human Resources.
At the end of the three-year period, if no adjustments have been made, the role holder will move to the top of the grade in which their role has been placed through the grading review process.
Exceptions to the red-circle policy
In certain situations the reduction to the size of a role (in terms of responsibilities/demands) may have been led by or be at the request of the individual undertaking the role. In such cases the red-circle protection policy will not apply. For example, a member of staff who is nearing retirement and who, in agreement with the School/Unit, has sought to reduce the scope of their role, will not be considered as a true red-circle and as such this protection policy will not be implemented.
Review group
A Review Group has been established to monitor the progress of red-circled role holders. The Review Group will comprise the Director of HR, the member of the Office of the Principal responsible for HR, and a member of the appropriate trade union. When it comes to monitoring role holders who are not members of a union, the relevant union representative should still form part of the Review Group to monitor these individuals. The remit of the Review Group will be to ensure that the role holder's needs are being addressed as urgently as possible in a fair, positive and reasonable fashion. Thus, if a situation arises whereby the role holder and their manager come to a difference of opinion, the Review Group will be asked to assist. If there is a realistic opportunity to increase the role, the University will do all it can to support the role holder.
Updated January 2012