Appraisals need to be completed by the end of May, (other than in exceptional circumstances).
Managers must discuss their proposed appraisal ratings for their team with their Head of Service before appraisal meetings.
Employees in their probation period will not need an appraisal, but managers should consider developing objectives with them for the coming year, for when the probation is complete.
Salary increases (other than cost of living) would not usually apply to employees who have been promoted to a new role, or re-graded to a higher salary, and will have already had a pay increase in the last six months. If you have any queries, please speak to your HR Advisor.
Preparation for Local Government Reorganisation
We have been working with managers and employees to ensure that all employee data and records are up to date in preparation for the transition to East Surrey Council. This includes ensuring that all our employees have Job Descriptions (JDs) which accurately reflect their role.
This exercise is not about re-evaluating any roles, just ensuring all employees have a JD and that it accurately captures their current role.
During appraisals, please check all those you are appraising have an up-to-date JD.
If a role has been recruited to in the last four to five years, HR may be able to provide useful documents, such as the job summary. Please contact elaine.pepper@reigate-banstead.gov.uk in the first instance.
Please also reflect on any development or training that would support employees during the LGR transition. These development conversations should already be part of the ‘looking ahead’ section of annual appraisals.
We’ll share this information with our Learning and Organisational Development Business Manager, Martin Furminger, so we can build a central picture of the support people may need, and make sure it’s joined up across the organisation.
Jumping the Bar
This year, the Jumping the Bar process will be streamlined by removing the panel review process.
Eligible applicants still need to complete an application and provide examples of how they are meeting the higher competency level of their job profile.
Eligibility is based on:
having successfully completed probation
not having any current formal warnings – sickness, disciplinary, or capability
being at a bar on the pay scale
not being at their Maximum Progression Point
Managers still need to provide a brief statement to support the team members application.
HR will audit applications to confirm that applicants are eligible for the Jumping the Bar process, and ensure each submission includes sufficient evidence and examples to support the request. They will then provide a summary of applications to the relevant Head of Service for a final review/sign-off.
Once Heads of Service confirm approval of applications, HR will communicate the outcome to the employee and their manager in writing and make the relevant pay changes.
