P F Pay Framework Agreement

P F What is the Pay Framework? Modernise and simplify pay arrangements, making them more transparent 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 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 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 Negotiated implementation in partnership with trade union colleagues Linked to a two year pay deal 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 UCL decide what to pay people? How does a job go from being technical to other related, or clerical to academic related How does a job go from being technical to other related, or clerical to academic related What is the rationale for this ? What is the rationale for this ? Potential for anomalies is why re- evaluation arrangements have been suspended Potential for anomalies is why re- evaluation 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 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 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 Job evaluation will establish a relative ranking order for jobs on a fair and equitable basis UCL has chosen the HERA scheme 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 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 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 It incorporates the values and the views of staff in HE There has been Trade Union involvement throughout There has been Trade Union involvement throughout The Equal Opportunities Commission recognises HERA as a non-discriminatory scheme 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. HERA will be used to underpin the grading of all posts. UCL will score all jobs, though not necessarily all individuals. 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. 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. 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 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) 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 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 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 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 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 dont know the exact structures yet, UCL has provided assurances about their shape in negotiation with trade unions Though we dont 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. Most staff will see little change in their salary. Some posts will be identified as being under- graded, and these staff will see increases to their salary ( green circled ). Some posts will be identified as being under- graded, and these staff will see increases to their salary ( green circled ). Some posts will be identified as being over- graded, and these staff will have their pay frozen ( red circled ). Some posts will be identified as being over- graded, and these staff will have their pay frozen ( red circled ).

P F circling circling The framework agreement allows for up to 4 years of salary protection 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 Opportunities will be given to staff in this situation for extra training and increased levels of responsibility to allow them to be up-graded Red

P F Will there be an appeals procedure? Yes there will. Yes there will. The detail is currently being negotiated. The detail is currently being negotiated. The agreed procedure will be in place at the time of implementation. 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 Working in partnership with UCL Facilities time arrangements agreed. Facilities time arrangements agreed. Negotiated all of the above Negotiated all of the above Trained in, and will carry out, job evaluation. Trained in, and will carry out, job evaluation. Continue to provide support and representation for members. Continue to provide support and representation for members.

P F And Finally … Yes – it is a challenging task Yes – it is a challenging task And thats why everyones cooperation will be key. And thats why everyones cooperation will be key.

P F Who Can Answer My Questions? ement.php Dedicated helpline Dedicated telephone hotline Ext Staffed by Dave Guppy, Sean Wallis, Geoff Williams, Tom Silverlock, Tamsin Piper, Tom Reilly, Julie Wake, Claire Rowlinson, Richard Woloshen, Tony Ferns, Helge Halvarson