Transcript Document 7645372

Pay Framework Agreement
P
F
What is the Pay Framework?





Modernise and simplify pay arrangements, making
them more transparent
Requires UCL to introduce one single pay spine
and grading structure with grades underpinned by
institution wide job evaluation
Includes harmonisation of terms and conditions,
provides scope for contribution to be rewarded and
pay progression for all staff
Negotiated implementation in partnership with
trade union colleagues
Linked to a two year pay deal
P
F
How the Pay Framework will help
UCL




How does UCL decide what to pay
people?
How does a job go from being technical
to other related, or clerical to academic
related
What is the rationale for this ?
Potential for anomalies is why reevaluation arrangements have been
suspended
P
F
Equality

Law requires equal pay for work of
equal value, with value being
determined using analytical job
evaluation schemes
P
F
What Is Job Evaluation?

Job evaluation is an analytical process that
measures the size and complexity of your job

Job evaluation will establish a relative ranking
order for jobs on a fair and equitable basis

UCL has chosen the HERA scheme
P
F
What is HERA?





Higher Education Role Analysis (HERA) is the JE
scheme developed specifically for Higher Education
HERA breaks down jobs into 14 ‘dimensions’ which
extensive testing shows are common to HE jobs
It incorporates the values and the views of staff in HE
There has been Trade Union involvement throughout
The Equal Opportunities Commission recognises HERA
as a non-discriminatory scheme
P
F
How UCL is using HERA




HERA will be used to underpin the grading of all
posts.
UCL will score all jobs, though not necessarily all
individuals.
A ‘Job Description Outline’ form which has been
developed to gather the required information,
must be completed for each post.
The completed form will be evaluated by two
trained evaluators from a panel including either
faculty or trade union nominees.
P
F
The timetable




UCL estimates that up to 3,500 jobs require
scoring
Thirty people will have been trained to evaluate
(15 TU nominees & 15 Dept/Faculty nominees)
UCL expects to complete this process over a
period of 8 months starting October 2004
UCL aims to implement the new pay
arrangements from 1 August 2005
P
F
What happens then?



Once UCL has completed the process of job
scoring and completed a ranking, new pay
and grading structures will be negotiated
UCL has budgeted a total of 5.1% on the
wage bill for transfer over to these new
structures – in addition to annual increases
Though we don’t know the exact structures
yet, UCL has provided assurances about their
shape in negotiation with trade unions
P
F
Memorandum of Understanding
UCL agrees that the new grading structure
will comply with the MoU, in that it will be
designed with the intention of avoiding
detriment to UCL staff, with the exception
of posts that are “red circled” following
the job evaluation exercise. Specifically:-
P
F
MoU Continued….




Contribution thresholds will be set no lower than
current non discretionary maxima for equivalent
grades
Staff will have a normal expectation of annual
progression to the contribution threshold
This incremental progression will take no longer
than under current equivalent arrangements
Total pay over the period of progressing from
the minimum to the maximum will be no less
than under current arrangements for equivalent
grades.
P
F
The effect on staff



Most staff will see little change in their salary.
Some posts will be identified as being undergraded, and these staff will see increases to
their salary ( green circled ).
Some posts will be identified as being overgraded, and these staff will have their pay
frozen ( red circled ).
P
F
Red


circling
The framework agreement allows for up to
4 years of salary protection
Opportunities will be given to staff in this
situation for extra training and increased
levels of responsibility to allow them to be
up-graded
P
F
Will there be an appeals
procedure?

Yes there will.

The detail is currently being negotiated.

The agreed procedure will be in place at the
time of implementation.
P
F
What is the role of the trade
unions?





Working in partnership with
UCL
Facilities time
arrangements agreed.
Negotiated all of the above
Trained in, and will carry
out, job evaluation.
Continue to provide
support and representation
for members.
P
F
And Finally …


Yes – it is a challenging task
And that’s why everyone’s cooperation will
be key.
P
F
Who Can Answer My
Questions?
www.ucl.ac.uk/hr/docs/framework/payframe_agre
ement.php
Dedicated email helpline
[email protected]
Dedicated telephone hotline
Ext 09789
Staffed by Dave Guppy, Sean Wallis, Geoff
Williams, Tom Silverlock, Tamsin Piper, Tom
Reilly, Julie Wake, Claire Rowlinson, Richard
Woloshen, Tony Ferns, Helge Halvarson
P
F