1. GRADING REVIEW BRIEFING

2. Why are we having a grading review? To harmonise a pay and grading system for former manual workers and APT & C staff

3. HOW? All posts across CCC will be evaluated A random selection of post holders will be selected for interview The job analyst will interview the post holder and line manager. Trade Union representative can be present if requested

4. Why YOUR Job! Identification of posts for evaluation Random selection of post holders

5. The Interview Post holder Line Manager TU representative Analyst Job Profile Questionnaire (JPQ)

6. Role of the Post Holder Preparation Provide information about the current post by responding to questions asked by the analyst To provide examples, when asked, about tasks they undertake Is JPQ correct?

7. Role of the line manager/supervisor Undertake preparation with the Post holder To be present at interviews to support Post holder To confirm tasks identified Is JPQ correct?

8. Role of the TU Representative To be present in the interview for consultation and support purposes Not To contribute to the contents of the post holder’s job

9. Role of the Analyst To gather information about the post and record on the JPQ It’s up to the parties to agree on the information provided not the analyst. If agreement can’t be reached on a particular question – make a clear note of the differences and move on.

10. What happens now? The JPQ’s are evaluated by a joint panel Each post is assessed against common criteria A score will be awarded

11. Joint TU – Management working Steering Group Moderation Appeals Panel

12. Outcome Pay to points ratio is developed New pay and grading scheme is devised Results will be released on completion of the review

13. What if I am not happy with the results? An appeals process will be put into place which will enable employees to appeal against the outcome of the grading of their post.

14. www.intouch.ccc/handbook/jobevaluation/