2. Topics  What is grading ?  The applicable procedure  Appeals  Exceptions & Tricky cases

3. 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 Factors http://www.ilo.org/intranet/english/bureau/pers/class/jobs/jobs_in dex.htm Job Description Organization Charts

4. 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

5. 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)

6. 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

7. 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

8.  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