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Job Evaluation - some Frequently Asked Questions (FAQs) - 19 Nov 06
Questions & Answers from the Branch Special General Meeting held on 1 Nov 06
Q. The outcomes should be fair and equitable, but it would appear that a
disproportionate number of back office staff in Exeter will be affected?
A. The figures quoted come from a press office writing a headline. It is not known how the effects can be identified - a thorough quality audit has taken place on the assessments and the results were as fair as could be. Management has been co-operative in making any changes needed. In other authorities with 10% downgradings, on appeal they have reduced to 6%. It is a fair scheme which has been quality assessed.
Q. In the schools process, in identifying a best fit which falls between grades, why is the lowest offered rather than the highest?
A. Staff do not have to accept what is offered. Where there is a disagreement the Job Evaluation Team should be requested to come in and advise on the best fit.
Q. Is there any percentage barrier limiting an amount of salary loss for those downgraded?
A. There will be full salary protection for three years including expected increments and the annual cost of living rises. Additionally, the authority will work with the individuals affected, with training and identifying opportunities to move on to a higher grade post.
Q. The GMB is saying that the average loss for those downgraded will be £2000-5000.
A. It is not known how they arrived at these figures.
Q. I am already on a protected salary until April 2007, how does job evaluation impact on this?
A. Job evaluation overrides any existing protection so an additional three years would be put in place.
Q. Is any worst case scenario available for downgraded salary?
A. No, the quality assessments were carried out on groups not individuals.
Q. The process has hit morale. As job evaluation is an on-going process, shall we all go through it again in the future?
A. Only if your job changes or for any new posts created. A job evaluation maintenance team will be needed to ensure new posts are equitable.
Q. Will the authority be proactive in contacting required members who have potential for back pay?
A. Persons who retire are able to claim back six months from April 2007. It would be up to the retired member to contact the authority. The authority has no legal obligation to give back pay.
For schools staff
Q. How will the school pay for regradings?
A. The authority is seeking extra funding to pay for day one costs of arrears and compensatory pay.
Q. How will my pension be affected if I go down?
A. You can apply for a Certificate of Material Change to protect your pension in the last 10 years of service, this can be issued on the last day of salary protection (3 years) which in effect would give you 13 years protection. This will be fully explained in the Job Evaluation booklet that will be issued in November.
Q. My duties were changed in September to ensure I fit with a lower grade will I receive any back pay for my previous role?
A. Yes if the role is evaluated upwards then you will be entitled to receive the back pay up to September.
Q. The head is already applying pressure to agree a lower graded profile despite the fact that my duties meet the higher grade, what can I do?
A. Do not sign to agree but mark it clearly not resolved and suggest to the head you seek advice and guidance of the Job Evaluation Team.
Q. Can I appeal on the final decision if I am unhappy?
A. Yes all staff including school based will have the right to appeal, details on how to will be issued in November.
Q. When will we know what the grade means in terms of pay?
A. In Nov 06.
Q. What are the time scales for the head / principal to discuss this with me?
A. Over the next two weeks.
Q. What if my job is unique?
A. The exercise is about 'best fit' not 'perfect' but if you really cannot identify any of the profiles as your role seek the advice of the Job Evaluation Team.
Q. What happens if I go down in grade?
A. You will have full salary protection for 3 years and the opportunity for training and development to assist you in career moves.