ICRIR are currently operating a bespoke approach to grading roles around 5 levels. Whilst there are no obvious immediate grading or equal pay issues, the organisation is growing quickly and substantially, and we want to review our current approaches and consider whether it remains fit for purpose in the me-dium term. Regardless of the future approach, we wish to ensure that the ICRIR has a defensible and non-discriminatory basis for grading and pay deci-sions and clarity and transparency around job sizes with staff and stakehold-ers.
Against this background and context, we are now considering whether now might be an opportune time to introduce a more appropriate job evaluation tool to measure the job demands of ICRIR roles.