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Guidance on the use of Grade 6T

  1. Who is this grade for?
  2. How should this grade be used?
  3. What is the typical length of appointment on Grade 6T?
  4. What is the process for transferring from Grade 6T to Grade 6.
  5. When should this grade not be used?

Who is this grade for?

This training grade applies to both academic and professional staff roles. It is typically used in circumstances where a post requires a qualification and in-depth knowledge in a relevant field (normally acquired through a specific degree and/or PhD) together with relevant experience, but the applicant is not yet at the required level. This training grade therefore provides the opportunity for the role holder to develop and build up the relevant experience, in a structured manner, to ultimately equip them with the skills and competencies required to effectively perform the full Grade 6 level role.

Managers that are considering using Grade 6T should firstly seek guidance from the Senior Role Analyst (ext 1650) who will advise on/approve its use.

How should this grade be used?

Once the use of this grade has been authorised, the employee should be appointed to the first point of Grade 6T i.e. point 27. The appointment letter will advise that an appropriate and suitable development plan will be implemented at School/Unit level, and will ask both the manager and the employee to agree and ’sign-up’ to this arrangement.

This development plan will set down an agreed timescale (typically 18 months to 3 years) within which the role holder should have achieved the necessary competencies which will allow transfer to Grade 6 (point 30). The appropriate input/support from CAPOD should be sought as required.

It will be the responsibility of the School/Unit and the role holder to adhere to this development plan. Progress updates from the line manager will be requested by Human Resources on an annual basis.

What is the typical length of appointment on Grade 6T?

The normal expectation is that a member of staff would be on this training grade for a period of up to 3 years. If an individual is on this grade for over 3 years there must be sound justification for this. Human Resources will review any such cases to ensure that the role holder is being provided with the necessary support and training to assist them in their transfer to Grade 6.

What is the process for transferring from Grade 6T to Grade 6?

Following the completion of the development plan, the line manager will be asked to confirm that the role holder now has the necessary skills and competencies required to undertake the full remit of the role. Once it has been confirmed that the role holder is successfully operating at the Grade 6 level they will be transferred immediately to Grade 6, point 30.

When should this grade not be used?

This training grade should not be used where:

  • The post has been evaluated at Grade 5 and has a fixed remit at this level.
  • The post has been evaluated at Grade 6 and is for a fixed period of less than 18 months.