Modern Reward Strategy

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Modern Reward Strategy

• Audrey Sharp
• Helen Marchington
• Managers and Head Teachers Briefings
• September 2008

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Purpose of the Briefing

• To bring you up to date
• Supporting you in your role as Manager/Leader
• 1st port of call for queries
• Support to your teams
• Ambassador for the project
• Communication channel
•  Outline of process for letters in October
• Outline the MRS proposal
• Questions
•  

3
Please

• Respect and maintain confidentiality
• Discuss with your department how MRS affects your
  staff in detail

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MRS Refresher (1)

• MRS Project arose out of 1997 Single Status
  Agreement and 2004 Pay Award Settlement
• Covers all Purple Book and White Book employees
• 20,000 Jobs
• 16,500 Employees
• of which 8,500 in schools

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MRS Refresher (2)

• Aims of MRS
• To achieve fair and transparent pay systems
• To create a modernised pay and reward package
  that will support the authoritys corporate aims
  in the medium and longer term

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MRS Refresher (3)

• Benefits of MRS
• Puts in a good position in the local and national
  job markets
• Creates a simplified pay and grading structure.
  More transparent and more clearly linked with the
  size of the job
• Creates a simplified package of Terms and
  Conditions. Easy to understand and easy to
  administer
• Pay and reward practice will be consistent across
  the workforce
• Will support career progression in future

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MRS Refresher (4)

• Where are we now?
• Reached a Joint Proposal with Unions, currently
  going through national scrutiny process
• Planning to issue letters to all employees during
  October
• Departments are planning to talk to Managers
  about local impact on their teams
• Support for staff feedback being developed
• Website
• Online feedback form and hard copy
• Help Desk for 4 weeks from letters
• Planning for Business Readiness New
  processes/focus etc

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MRS Refresher (5)

• Timeline
• Sept
• Countywide Briefings for Managers and Heads
• Departments briefing managers on local
  impact-confidential
• Final data check for accuracy of letters
• Oct
• Final check of data for letters to pull out
• Deceased / Dismissed / A N other
• Some managers will receive their own results
  approx 5 days ahead (also HR staff and Trade
  Union Stewards) - confidential
• Letters and Packs issued to 20,000 post holders
• Feedback commences (4 weeks duration)
•  

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MRS Refresher (6)

• Timeline (cont.)
•  Post Oct (Assuming positive outcome from
  feedback!)
• Oracle Re-build
• Business change work starts in earnest
•  Post Jan
• Appeals commence
• Oracle testing underway
•  Sometime Later!
• Payroll implementation of new salaries
• Later Still
• Arrears back to 01.04.07 paid

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MRS Refresher (7)

• Key Messages
• Maintain a perspective 90 people gaining or
  staying the same. 10 will require protection
• Having 1 single scheme where previously there
  were 3 bound to be some shift in relativities
• Job evaluation is about the JOB not the PERSON
• Encourage staff to participate in the feedback
  process
• Be patient! Manage expectations about
  implementation
• Dont let a vacuum develop in communication
• Not a cost saving exercise investing around
  7m.

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Your Role as Manager/Leader (1)

• Your role in the process
• First port of call for staff on letters day
• Plan your response in line with department/school
  plans and release of information
• Prepare to answer questions how it affects them
• If you cant answer, refer to website, helpdesk
• Encourage participation in feedback process

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Your Role as Manager/Leader (2)

• Issues you may face
• Context vast majority (over 90) will either
  stay the same or see an increase in basic pay
•  Be aware of any departmental/school plans for
  dealing with potentially sensitive situations
• Role as ambassador restate rationale and
  benefits
• If youre personally affected own results
  time to absorb - then talk to team
• Your support your manager, your peers,
  departmental HR
• Sympathetic approach to those affected, direct to
  sources of support see Pack

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Your Role as Manager/Leader (3)

• Support available for staff
• Manager/Head Teacher first port of call
• New dedicated website (accessible remotely 24/7)
  FAQs, detailed examples, online question form
• MRS helpdesk support for 4 weeks
• Career coaching available for those on MRS
  protected salaries who wish this
• There is an appeals process details available
  in Employee Information Packs

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October Letters

• What will the letters contain?
• Will reflect position relating to post held as at
  30 June 2008
• New people/changes will be covered by a backlog
  process and will receive their details by
• Will show

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Outline of Proposal (1)

• Simplified grading structure clearly linked to JE
  scores and job size
• Simplified package of Terms and Conditions which
  harmonise conditions across the workforce
  ensuring consistency and transparency

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Outline of Proposal (2)

• What does the Proposal look like?
• New grading structure
• 15 new grades
• Clearly linked to JE scores
• Transparent / easy to understand
• New conditions package
• Clear and transparent
• Harmonising pay practice

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Elements (A)

• Premium Enhancements
• Currently range of practice
• No enhancements
• 1 1/5, 1 ½, 1 1/3
• Have harmonised at 1 1/3 for contracted
• For some, this will be automatically incorporated
  into salary
• Others will continue to make claims as now
• Home Support Assistants Relief
• Care Assistants
• Night Care Domestics
• Residential Workers
• There will be a Ready Reckoner in the Employee
  Information Pack

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Elements (B)

• Overtime Additional Hours
• Overtime will be extended to top of Scale J (old
  top SO3)
• Will be paid at
• 1 ½ over 37 hours
• Saturday X 1 ½
• Sunday X 2
• Nights X 1 ½
• Public bank Holidays X 2

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Elements (C)

• Approved Social Worker payments
• Will be standardised at 1,700 (or pro rata)
• Will be subject to rota requirements
• Standby/Call Out
• Consistent rates will be paid to all staff
  required to do this

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Elements (D)

• Travel Allowances
• Consistent rate of reimbursement for miles
  travelled
• Essential Car Users all to cease
• Cycle Mileage improved
• Travel support measures introduced
• Passenger payment employees 5p per mile
• Annual Increment
• Moving to July from 2009, based on satisfactory
  appraisal

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Elements (E)

• Maternity Pay
• Will top up any existing 90 provision to 100
• Surrogacy
• Will award same provisions as for adoptive
  parents i.e.
• 26 weeks ordinary adoption leave
• Further 26 additional adoption leave
• Statutory Adoption Pay (SAP) is payable for 39
  weeks

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Elements (F)

• Disability Leave
• Will encourage managers to be more flexible with
  time off for medical appointments/treatment etc
• Will be monitored

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Schools Specific Conditions (A)

• Annual Leave Provisions
• Will bring in line with rest of NCC (an extra 1
  day)
• Leave for MSAs SMSAs
• Will bring in line with rest of NCC (an extra 3
  days)
• Sick Pay for MSAs SMSAs
• Will award sick pay entitlement to this group in
  line with rest of NCC

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Schools Specific Conditions (B)

• Lettings Payments
• Revised scheme to clarify rates that will apply
  duties expected
• Summary
• Within normal job hours, taken into account in JE
  score
• Outside normal hours, special JE score devised
  and relevant rate paid

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Schools Specific Conditions (C)

• Swimming Pool Allowances
• Will be included as a normal duty taken into
  account in the grade of the job
• Work done outside school hours will attract
  overtime payment
• School Caretaker Protections
• Will cease but will form part of protection to
  March 2010 if pay rate goes down

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Schools Specific Conditions (D)

• Special Schools Allowance
• SSA will cease
• Job factors form part of the JE and the rate for
  the job
• Will form part of the protection until March 2010

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Schools Specific Conditions (E)

• Nursery Nurse Conditions
• Conditions will be harmonised across workforce
• 32 ½ hour working week will cease. Staff can
  work extra hours or have drop in pay
• Transition to this to be agreed within Childrens
  Services and Unions, and will have different
  implementation date

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Schools Specific Conditions (F)

• Road Crossing Patrol Other Groups Retainer
  Payments
• Conditions will be harmonised across workforce
• Retainer payments will cease
• Will form part of protection until March 2010 if
  appropriate

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Schools Specific Conditions (G)

• Technicians Qualifications Allowance
• Conditions will be harmonised across workforce
• This will cease as is no longer relevant
• Roadworkers Specific Conditions
• Separate leaflet those managers already aware

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Questions?