Pay and Grading Bulletin – Issue Two
April 2008
Background
Welcome to the second Pay and Grading Bulletin. There’s a lot to report in this
edition:
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We go back to basics by telling you why we’re having to do the Review in the
first place, and the approach we’re taking.
We look at how appeals are handled (they’re well under way now).
We’ve got good news about the launch of a programme of monthly briefing
sessions to give you an opportunity to talk to the project team and, in
particular, help staff who have appealed to prepare for their hearing.
Why are we having a pay and grading review?
It’s easy to forget why we’re doing the review in the first place.
Essentially, we need to, and we must do it. In 2004, a national agreement was
made between councils and the Trades Unions which compelled every local authority
in the country to undertake a review like the one we’re going through now. Please
note that the Trades Unions wanted this review to take place too.
You also might be aware from the press that a number of ‘no win, no fee’ lawyers are
pursuing claims across the local government sector on the grounds of equal pay.
To protect ourselves from such claims it really is essential that we have evaluated
every post and have in place a fair and equitable pay structure. Only then can we be
sure the council will be safe in the future.
Click here for more information on why we need this review.
Our approach to the pay and grading review
You’ll be aware that the first step in the pay review was the evaluation of every post
using the nationally agreed NJC Job Evaluation Scheme. Provisional job evaluation
results for every post were published and appeals against scores were lodged.
We’re now in the process of resolving these appeals in order that negotiations on our
new pay structure can begin, based on finalised job evaluation scores.
The Chief Executive wrote to all staff in February and confirmed our intention to
implement our revised pay structure from April 2009.
Appeals Hearings: Timescales
We are working hard to hear all appeals as quickly as possible and now have up to
six panels hearing appeals each day. We anticipate it will take most of this year to
hear all the appeals that have been lodged.
We’re hearing appeals that affect the largest groups of staff first. During April and
May hearings will take place for schools support staff, business support and former
manual roles.
A schedule for all appeals hearings is currently being produced to give staff as much
notice as possible. Please be aware, however, that due to the volume of work
involved there is little flexibility about appointment times. If you have lodged an
appeal, we will need you to be as flexible as possible to attend your hearing at the
appointed time. If you cannot or do not attend we may hear your case in your
absence. Click here for guidance if you cannot attend your appeal hearing.
What is the purpose of the appeal hearing?
The purpose of the appeals hearing is for a panel which comprises a Trades Union
representative, an HR Advisor and a senior manager (advised by a Job Analyst) to
determine whether substantial evidence has been provided of an omission in the job
Overview or there has been a fundamental change in the post since the Overview
was produced.
If the panel agree that substantial evidence has been provided of a significant
change or there was an omission in the original evaluation, the Job Analyst will reevaluate the relevant part of the job evaluation factor/s to determine whether this
evidence is sufficient to impact on the score. Please remember that this process can
result in the score going up, down or remaining unchanged.
If the Panel do not consider substantial evidence of a change or omission to have
been provided, the appeal will be dismissed without any change.
Remember – this is all about a fair assessment using a single job evaluation
scheme. The key tool in all appeal hearings is the NJC job evaluation scheme (which
we operate through a piece of software called Gauge). This evaluation scheme
has been agreed nationally between the employers and Trades Unions. Every
evaluation has been undertaken using the NJC scheme and all evidence provided in
appeals will be assessed using the same criteria. More information about the
scheme and how it operates is available on the project intranet site.
How do the appeals hearings work?
Each individual who has lodged an appeal (or a representative where more than one
person has appealed against the same job) will be invited to attend a hearing with
their line manager. They will be introduced to the panel and asked to “present” their
evidence. This involves either reading out the evidence they have provided or
highlighting or expanding upon key points. The Panel will then ask the line manager
to comment before asking the individual and their manager questions to clarify the
evidence submitted. They may also ask the Job Analyst to advise on the credit that
has already been awarded and the provisions of the job evaluation scheme at the
levels being considered. If an individual chooses to be accompanied by a Trade
Union representative or work colleague they can present the evidence for the
individual but cannot answer questions on the individuals’ behalf.
Once the Panel understands fully the evidence submitted they will consider whether
to ask the Job Analyst to re-evaluate the factor. The Panel must, however, all agree
that a re-evaluation is appropriate before it can take place. If one or more members
of the Panel do not support a re-evaluation then the factor will not be reviewed and
the result remains as it is.
If a re-evaluation is required the analyst will take the Job Holder through the relevant
questions in the aspect of the job evaluation factor/s being appealed against. Once
this is complete they will, for unique posts (i.e. no other relevant appeals have been
lodged) confirm whether the evidence has changed the Job Overview. Where more
than one person in the same job has appealed, all hearings must be complete before
the final score is confirmed.
If there is not considered to be sufficient evidence to justify a re-evaluation the appeal
will be dismissed and the Overview will remain unchanged
Monthly drop-in sessions about the Pay Review
We have communicated regularly about the pay review through the intranet/My
Briefing; Team Briefings and individual letters, and drop-in sessions last year. If,
however, you have any particular questions or concerns that you would like to
discuss in person, you are welcome to call in to one of our monthly “drop in” sessions
and talk to a member of the project team.
A member of the project team will be available on the first Monday of every month
at the following venues.
Venue
Wellington House Board Room
Castle Hill
Town Hall - Lancaster Suite
Bolton TIC
Bolton Arena, East Classroom
Time
9am
NB Monday 7 April in Small Meeting
Room, Wellington House
12pm
NB Monday 7 April at Bradshaw Cricket
Club
12pm
NB Monday 7 April in Festival Hall
3.30pm
3.30pm
If it is not possible for you to attend a briefing session, remember you are welcome to
contact the pay and grading team on extension 2634 direct at any time.
If it is not possible for you to attend a briefing session, remember you are welcome to
contact the pay and grading team on ext 2634 direct at any time.