Informal Appeals. The goal of the informal appeals process is to maximize opportunity for resolution of factual disputes between participants and NRCS at the lowest possible level within the agency. The informal appeals process provides opportunity for review by persons or committees with detailed knowledge of natural resources or NRCS programs, knowledge of farming and ranching operations, and expertise in farm and ranch management. This is in contrast to appeals administered by NAD under rules at 7 CFR Part 11. While participants have the option to seek review at NAD, typically more difficult and complex unresolved disputes proceed to further appeals before NAD. Types of informal appeals include— A field visit, office visit, or other designated location meeting site and reconsideration of a preliminary technical determination by the designated conservationist at the local level (7 CFR Section 614.7(b)(1)). Mediation or other forms of alternative dispute resolution of technical determinations or program decisions (7 CFR Sections 614.7(a)(2) and 614.9(b)(2) respectively). An informal hearing before NRCS about programmatic decisions (7 CFR Section 614.9(a)(1)). Informal appeal to the FSA county committee (COC) on final technical determinations and program decisions (7 CFR Sections 614.8(b)(1) and 614.9(a)(3)).
Informal Appeals. Informal appeals are restricted to the consideration of an employee’s job description, person specification and job information questionnaire. An employee must register his/her informal appeal in writing within 28 calendar days of being individually notified of the outcome of the pay review, explaining why he/she wishes to appeal. Copies of relevant documentation for an employee’s job will be supplied on request. Informal appeals will normally involve a discussion between the employee concerned, a departmental manager and a job evaluation adviser or personnel officer. An informal appeal provides an opportunity to discuss the accuracy of a job description, person specification and job information questionnaire and answer any questions about the evaluation process. An employee may be represented by a trade union representative or a work colleague. The outcome of an informal appeal shall be confirmed in writing. A job shall be re-evaluated if a material change is made to a job description, or if further information relevant to the evaluation of a job is identified, as an agreed outcome of an informal appeal. A written record will be kept of informal appeals and this will be made available to the employee concerned. If an appeal is unable to be resolved through the informal process, employees can have their concerns considered by a formal appeals panel. Employees shall have 28 calendar days from receiving written notification of the outcome of an informal appeal to register a formal appeal. Unless there are exceptional circumstances, failure to register an appeal within 28 calendar days will mean that the employee has no further right of appeal against the outcome of the Pay and Grading Review. Before an employee is able to register a formal appeal s/he must request the job evaluation questionnaire (JEQ) for his/her job and a job evaluation appeals form. To register a formal appeal, an employee must complete a job evaluation appeals form clearly setting out the reasons why s/he believes his/her job has been incorrectly evaluated. An employee will need to identify the aspects of the JEQ s/he believes have been incorrectly evaluated and provide evidence to support his/her case. A formal appeals panel shall only consider those aspects of the JEQ which an employee believes have been incorrectly evaluated. An appropriate manager will be asked to provide a written response to an employee’s appeal. An employee shall be provided with a copy of this response and asked ...
