This is the problem with agenda for change, often the same job/job title is banded slightly differently in different organisations.
your organisation should have a rebranding policy, or job matching policy. If not ask HR on the process. You ordinarily need support of your manager and a union rep to have it reviewed, job matched and then go through consistency panel. Often there’s a panel once a month but with the vacancy freezes everywhere, these might have been stood down or reduced.
you can either send your current job description to be rebanded (but unlikely it’s changed) or review your job description and ask for it to be updated. Work collaboratively with your manager to update it so it reflects any changes to your role.
word of warning, rebranding can be achieved or lost often on nuances of wording. For example, “management waiting list” verse “administrate the waiting list”, “responsible for” vs “delegated responsibility”
also, budget management and people management, accountability not only responsibility for decisions, as well as scale of role (ie running a department of 200 people vs 2) will impact a 7 to an 8a.
also be aware your rebanding request could result in a downbanding.
union reps are usually massively supportive of this. In my experience as a manager, I am always supportive of reviewing jds and ensuring they’re reflective of duties and responsibilities undertaken, but they don’t always result in a rebanding, just adding in additional lines still relevant to that band.
I’ve bee a directorate manager at a 7 (that was too low and got rebanded) to 8a and 8b for example.
finally, we’re in significantly austere times at present, so be mindful of this, we’ve just had an admin team be successfully rebanded, but the budget is staying the same, so we’re having to lose posts (no redundancy, through natural attrition) to balance the books! Which is unhelpful as we still needed x amount of people to do the work, just need them to be paid appropriately!