1. Single Status Job Evaluation for Schools Autumn Term 2008

2. Single Status Job Evaluation 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

3. Background 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.

4. Method 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.

5. What is Job Evaluation? 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.

6. Job Evaluation Systems 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.

7. The NJC Scheme Jobs are analysed under 13 factors under 4 headings: Environmental Demands Effort & Demand Responsibilities Knowledge & Skills

8. The Hay Scheme The Hay scheme uses 10 factors under the following headings: Additional Work Elements Problem Solving Accountability Know –How

9. The NJC & HAY Schemes 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.

10. Job Evaluation Process for Schools 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

11. Job Evaluation Process for Schools WHAT IS HAPPENING NOW From 3 rd 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. 23 rd Feb to 3 rd April– Publish job matches and resolve queries. 20 th April to 1 st June – Organise job group meetings. 1 st June – Begin evaluations

12. What this means for you. 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.

13. Evaluation of Posts 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

14. and finally:- 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

15. Key Messages 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….

16. Key Messages – Sources of Advice If you are worried or have a question – you can get information from: School’s JE Manual Line Manager JE Helpline 08449 808080 School JE Contact Trade union stewards HE Advisors WIRED Big Issues Website