Devon County UNISON
Skip navigation


See also:

You are in: »


Pros and Cons of Job Evaluation at Devon County

(27 Oct 06)

The Job Evaluation scheme selected is the Greater London Provincial Council (GLPC) Scheme. This has been used generally in London, Northern Ireland and the South West. This has been demonstrated to fully meet the principles of the National Joint Council Job Evaluation Scheme on Equal Value.

Enough jobs need to be evaluated to be fully representative, for example across all occupational groups including schools; the full range of functions undertaken by the Council; all Departments and grades within the Council; Equality consideration such as gender, race and disability need to be considered.

The Devon County Council scheme meets all these criteria.

A steering group was set up a number of years ago to develop the scheme and were trained in the use of the GLPC scheme, as were those UNISON members who evaluated the jobs on evaluation panels.

There was a period of time when the UNISON branch decided to withdraw from any negotiations on the scheme in early 2005 until July 2005 because links were being made to a possible performance related pay system using the Job Evaluation process. This meant that UNISON withdrew from the evaluation panels during that period of time.

The employer agreed in late 2005 to second a number of UNISON representatives to the Job Evaluation project and we quickly agreed that there would be no link between the job evaluation process and any performance related pay scheme.

We also agreed that we would specifically check through all the posts evaluated where a Trade Union representative was not involved. During 2006 two people quality assured all the jobs that were in this group. They also quality assured all jobs to provide a thorough and proper consistency check for all jobs on a factor by factor basis; across family groups; and across job ranking order.

The GLPC scheme is being applied to jobs at all levels of the Council up to spinal column point 50 of the National Joint Council agreement. Above this level the Hay scheme on Job Evaluation has traditionally been used. We will jointly evaluate jobs at this level using both the GLPC and Hay schemes for jobs in the 'D' bands and the 'M' band to ensure equal pay consistency.

back to top

Grade Structures

There are nine grades in the new structure with no overlap between grades, which meets the criteria of the National Joint Council recommendations.

We have completed an equality impact assessment and use the computer software to ensure the grade boundaries are discrimination free. For example, we analyse the data to avoid cutting through large clusters of jobs with similar points; to place jobs with similar job evaluation outcomes in the same grade; and we looked at the patterns for male and female dominated jobs to ensure consistency of treatment.

There are roughly equal job evaluation points in each grade and progression arrangements are applied consistently throughout the grade structure and across different grades. According to the National Joint Council national agreement we have to have in place a workforce development plan by April 2008 which will define how incremental points progression will operate. We have already reached agreement that a competency based framework will apply which will be discrimination free applied consistently across all directorates and throughout the grades.

back to top

Pay Scales / Pay Points

There is a clear and appropriate relationship between the job evaluation points, grades and salary scales.

We have modelled the new pay structure to minimise the number of red-circled jobs, who will receive three years full grade and salary protection with the addition of positive education training and development to move them out of the need for further protection.

For green-circled jobs we have negotiated a sufficiently funded scheme which will allow for proper levelling up together with an element of arrears. One year arrears will be paid to green-circled jobs together with six years' back pay for equal pay compensation. This is the maximum that can be achieved if an Employment Tribunal is lodged and successfully won. UNISON is working hard to achieve equal pay for members and the union's overall goal has always been to negotiate fair and equal pay through grading structures that are sustainable over time. This agreement fully meets UNISON's strategy on equal pay as far as the back pay is concerned.

back to top

Market Supplements

Where there is a genuine recruitment and retention need that can be demonstrated for any identified group, there is provision for a market supplement which will be jointly agreed with the Trades Unions. The agreement also provides for removal of the market supplements when the need is no longer there and this is done by an annual review. The market supplement is available for all groups where there is a recruitment and retention problem which is demonstrated.

back to top

Enhancements, Pay Related Elements and Other Allowances

These are currently being reviewed as part of the pay and grade review and the work is still ongoing. The review includes all payments which are across the Council and across all Directorates as well as within each Directorate and UNISON is making an assessment of the effects and impact on gender and race.

back to top

Equal Pay Audit

An equal pay audit of the new structures will be completed and there will be continued monitoring arrangements in place to ensure that unequal pay does not creep back into the pay structure again. This will be done by an annual review process.

back to top

Equality Impact Assessments

Equality impact assessment of the whole scheme was completed and is being updated to identify the likely impact upon various groups within the workforce. An equality impact assessment will be done on each change to pay and grade as and when they arise.

back to top

Consultation and Follow-up

The new package has been widely publicised in a balanced and honest way over a period of time. Members' views have been canvassed and specific proposals consulted on at three special general meetings during 2006.

A ballot process is in place to consult on whether to accept the new package which will be completed on 17 Nov 06.

Members who leave the Council have been advised of the need to register any claim for back pay and equal pay within six months of the last day of service.

A communication plan and appeals / reassessment process has also been agreed as part of the procedure.

A maintenance and evaluation of new jobs structure will be in place and jointly agreed with the Trades Unions.