A6: Main page
The success of BBSRC's mission depends on the contribution of staff who fulfil many different roles. Opportunities for career development and progression within BBSRC are open to all BBSRC staff, irrespective of race, religion or belief, age, sexual orientation, disability, sex, pregnancy or maternity, marriage or civil partnership, or gender reassignment.
There are a number of ways in which you can obtain promotion within BBSRC.
First of all you can gain promotion by applying for a post at a higher grade when it is created or becomes vacant. All vacant posts are open for applications from internal candidates and such applications are actively encouraged. It is a requirement that no posts in BBSRC are filled by a candidate employed at a lower Band without a selection interview.
Another possibility is Individual Grading Review (see appendix A6.9). In certain circumstances this may result in you effectively obtaining a promotion through your job being evaluated at a higher grade. When your post was created or at a time when it was significantly changed, it would have been graded using the analytical job evaluation system that BBSRC and a range of other public sector employers make use of; this is called 'JEGS' (Job Evaluation and Grading Support). If your post has changed, for example, as a result of a restructuring, it is possible for you or your manager to request that a re-grading is undertaken.
You will also come across opportunities for Temporary Promotion - for example, covering for a colleague who is on maternity leave or absent for another reason (see UKRI Recruitment Policy).
Last updated 19/06/2015
Amendment 183 - June 2015