Transcript National Job Evaluation - publication of job scores

National Job Evaluation
Publication of job scores
Briefing for managers and trade
union representatives
February 2007
Speakers
 Arthur
Deakin – Strategic Director of
Resources
 Jill Turner – Chair of the Trade
Union Side
 Deborah Hinde – Project Manager
Purpose of this session
 Review
background
 Explain
process
What your team needs from you
 Support
 Leadership
 Information
 Help
Why we are doing job evaluation
 Single
 Equal
status agreement 1997
pay for work of equal value
 National
pay award 2004
The trade unions’ position
 Equal
pay
 National
 Joint
Job Evaluation scheme
working
NCC’s pay strategy
 Phase
I
Hay scheme
 Not agreed with trade unions
 1,500 employees

 Phase
II
National scheme
 Working jointly with trade unions
 15,000 employees

Overall aim
To deliver pay and reward
structures that:
 attract,
retain and develop a
skilled and flexible workforce
 achieve value for money in
service delivery
 support the delivery of the
Council’s objectives
Desired outcomes







Equal pay compliance
Single status compliance
TU endorsed
Affordable pay bill
Viable service units
Well informed workforce
A reward structure that is
transparent, objective, fair, clean
and competitive
Work strands
 Job
evaluation
 Pay modelling
 Terms and conditions
 Business implications
 Implementation
 Communications
The NJC scheme – 13 factors
1.
2.
3.
4.
5.
6.
7.
8.
Knowledge (8 x 20)
Mental skills (6 x 13)
Interpersonal and
communication skills
(6 x 13)
Physical skills (5 x 13)
Initiative and
independence (8 x 13)
Physical demands
(5 x 10)
Mental demands
(5 x 10)
Emotional demands
(5 x 10)
9. Resp for people (6 x 13)
10. Resp for supervision
(6 x 13)
11. Resp for financial
resources (6 x 13)
12. Resp for physical
resources (6 x 13)
13. Working conditions
(5 x 10)
The NJC job evaluation scheme
 Developed
jointly by employers and
trades unions
 Designed to be applied up to scp 49
(ie band D)
 Covers full range of local authority
jobs
 Small and large councils
Pay modelling – key points
 Total
pay package
 Scores mapped to jobs
 New pay structure developed
 Specialist software
Terms and conditions – key points
 Total
reward package
 Single-status compliant
 Streamline - minimise administrative
costs
 Improve clarity & transparency
 Equal pay-proof
Business implications – key points
 Potential
impact on council tax (cost)
 Potential
impact on services and
users (service viability/best value and
recruitment and retention)
 Business
 IDS
implications database
market survey
Implementation – key points
 Prepare
staff and managers
 Inform people of outcomes
 Pay people
Back pay
 Protections

 Close
links with communications
Communications – key points
 Joint
 Consistent
messages
 Consistent style
 Variety of media
Project management structure
 Joint
strand teams
 Joint project advisory group (JPAG)
 Informal corporate joint forum
(ICJF)
 Personnel Committee
Why we had to review job scores
 High
degree of turbulence
 Bunching of scores limited flexibility
 External comparison suggested we
had operated scheme differently
 Advice from two independent
experts
 Pilot review required
Job evaluation approach
 Amendments
to help text
 Guidance to job analysts
 Use of JDQ
 Retained single panel
 Quality checks
Publication of scores
 Manager/TU
rep briefings – this week
 Internet/Intranet:
 Home
2 March
addresses: late March
 Employee
briefings – April
Why publish ahead of pay structure?
 Long-standing
commitment
 Integrity/credibility
 Scores
of the scores
are basis for appeals
What’s being published?
 Scores
on internet
 Scores booklet
 Managers briefing note
 Frequently asked questions
 Individual notifications
 Job scores – all you need to know
What about…
 New
employees?
 New
and changed jobs?
Appeals
 Agreed
in principle
 Subject to formal agreement
 Appeals form
 Grounds for appeal
 Independent panel
 Face to face element
 Will take time
What your team needs from you
 Support
 Leadership
 Information
 Help
Support available to you
 Information
pack
 Big issues – ask a question
 Job evaluation hotline
 Your line manager
 HR team