Transcript Single Status Job Evaluation for Schools

Single Status
Job Evaluation for
Schools
Autumn Term
2008
• This exercise involves all employees employed
under NJC for Local Government Services
• There are approximately 17000 employees in
Council Departments and 8000 employees in
schools – over 20000 posts
• It is a joint exercise with the Trade Unions
Single Status Job
Evaluation
• All Councils are required under the terms of the
2004 national pay agreement to review their pay
and grading arrangements.
• This is to ensure fairness and consistency across
the Council and work groups.
• It does not include Teachers, Youth & Community
Workers and Craft Workers.
Background
• We will carry out the review by means of Job
Evaluation.
• This process will enable staff to be fairly
placed within the new pay and grading
structure which was based on the job
evaluation results of non-school staff.
• Avoids discrimination and ensures equal
value.
Method
• Job Evaluation is a way of measuring and comparing
different jobs to provide a basis for a new pay and grading
structure.
• Job Evaluation measures the relative size, value and
responsibility of a job.
• It is NOT about measuring the performance of an individual.
• It is a fair and consistent way of comparing and measuring
different kinds of jobs within an organisation.
What is Job Evaluation?
The Councils and the Unions have agreed to work
together using two kinds of job evaluation systems:
The NJC Scheme – This scheme was agreed as part of
the national agreement in 1997. It was formulated to
look at public sector roles with input from unions and will
be used for the majority of jobs.
The HAY Scheme – This is a long standing scheme
used widely by various organisations in both the public
& private sector. It will be used for more Senior level
jobs details of which jobs will fall under the Hay scheme
can be found in the JE Manual.
Job Evaluation Systems
Jobs are analysed under 13 factors under 4
headings:
Knowledge & Skills
Responsibilities
Effort & Demand
Environmental Demands
The NJC Scheme
The Hay scheme uses 10 factors under the
following headings:
Know –How
Accountability
Problem Solving
Additional Work Elements
The Hay Scheme
• Each factor is judged independently on its own
merits and on the information provided by the job
holder.
• Factors are worded to avoid discrimination.
• They are designed to ensure fairness based on
equal value of work in relation to the overall
requirements of the job.
• They are designed to measure the relative ‘size’ of
the job and NOT how well the person does the job.
The NJC & HAY
Schemes
WHAT HAS HAPPENED SO FAR
• JE Manuals sent out to all schools in September
• All schools asked to ensure that job descriptions
and person specifications are up to date
• Developing a number of common job roles for
support staff to ensure that staff undertaking the
same duties are evaluated together
Job Evaluation Process
for Schools
WHAT IS HAPPENING NOW
• From 3rd Nov – Schools need to compare their
roles to the common job roles and match posts
where appropriate.
• From Jan 09 to Feb – Council will review job
matches and prepare comprehensive list of all
posts.
• 23rd Feb to 3rd April– Publish job matches and
resolve queries.
• 20th April to 1st June – Organise job group
meetings.
• 1st June – Begin evaluations
Job Evaluation Process
for Schools
• Make sure yo take time to understand the JE
process
• Review your job description with your manager and
agree any changes necessary to bring it up to date
• Where you are in a job group make sure you attend
the meetings to agree the contents of the Job
Description Questionnaire.
• If your post is unique, you will be given an individual
JDQ to complete.
What this means for
you.
• Job holder/s, managers and TU reps fill in JDQ
• The JE Analysts will evaluate all the returned forms.
• All evaluations moderated by a joint panel to ensure
consistency
• Evaluations published
• Appeals
• Opportunity to request evaluations for back pay
purposes
Evaluation of Posts
Look out for further communications, these
will be available from a number of sources:
• School’s JE Manual
• The intranet/internet – WIRED and the Big
Issues Website
• School Circulars
• Newsletters
• Union publications
and finally:-
• School support staff will have their CURRENT roles
evaluated and NOT their jobs in 2002
• Schools, unions and the County Council understand
the impact of workforce remodelling on support staff
roles and responsibilities
• Where staff think that they may be owed back pay
from 2002, they can have these roles evaluated
• All roles will be evaluated and moderated before
any results are published
• There are a number of sources of information and
advice to allay the anxieties of staff and answer any
queries, they are….
Key Messages
If you are worried or have a question –
you can get information from:
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School’s JE Manual
Line Manager
JE Helpline 08449 808080
School JE Contact
Trade union stewards
HE Advisors
WIRED
Big Issues Website
Key Messages –
Sources of Advice