The Pay Framework Agreement @ UCL and Job Evaluation

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The Pay Framework Agreement_at_ UCL and Job
Evaluation
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Job Evaluation _at_ UCL

• Why we are doing it ?
• How we are doing it
• What you have to do

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Pay Framework Agreement

• Result of equal pay legislation and the
  multiplicity of grading structures in HE
• Based on equal pay for work of equal value
• Negotiated nationally with the unions
• Provides for local negotiations on grading and
  harmonisation of conditions
• More information on the website

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Job Evaluation Why?

• UCL has 21 salary scales plus 5 job grading
  schemes
• But commercial job evaluation schemes are not
  ideal for jobs in HE
• So HERA was developed by employers unions to
  grade HE jobs
• Recognised as non-discriminatory by the Equal
  Opportunities Commission
• UCL considers HERA the most appropriate scheme
  for HE

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Job Evaluation _at_ UCL

• Why we are doing it
• How we are doing it ?
• What you have to do

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How UCL is using HERA

• A job description outline (JDO) form must be
  completed for each job
• The forms will be evaluated by a panel of 2
  trained role analysts
• Each panel will include a trade union or faculty
  nominee
• Your grade will ultimately be determined by the
  content of your JDO

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How UCL is using HERA2. academic staff

• Academics, researchers and UCL teachers will be
  considered as multiple role holders
• Most will not be required to complete a JDO
• National library of academic role profiles
• Amplified by UCL promotion criteria
• Verified by JDOs from a sample of academic and
  research staff
• The resulting JDOs will be evaluated by a panel
  using HERA, as for all other staff

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Role of the Manager

• Ensure that the JDOs are completed by the
  deadline
• Verify the JDO
• JDO may need amplification
• Ensure that multiple role holders
• Approve the inclusion of their jobs
• Each have sight of a copy of the JDO
• All role holders must
• Approve the completed JDO

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Job Evaluation Process

• Each faculty, division or department has been
  allocated one month between October 2004 and
  March 2005
• A job description outline form must be completed
  for all jobs
• These are evaluated by a Job Evaluation panel,
  resulting in a HERA score

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Multiple Role Holders

• Multiple role holders more than one person
  doing the same job, e.g., Cleaners, Professors
• The same title is not a guarantee of the same job
• Identified by the department
• If in doubt, use individual JDOs
• Only one JDO is needed as long as the job is
  substantially the same for all role holders

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UCL Job Evaluation Timetable

• Job evaluation process from October 2004 to
  April/May 2005 (3,500 jobs)
• Pay modelling for the new grading structure
• New grading structure conditions agreed and
  implemented by August 2005
• Assimilation to new pay scale
• Appeals process - negotiated in Spring 2005

Start October 2004
Finish May 2005
Implement August 2005
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Timetable for your Department

• Its already agreed how job evaluation will take
  place in your department
• Each member of staff will be informed about the
  arrangements
• You have to complete your JDO by your internal
  deadline
• Our deadline for your department is

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Job Description Outline Forms

• 14 elements in line with HERA Scheme
• Guidance notes are included on the form
• Download the form from the pay framework website
  www.ucl.ac.uk/payframework
• Or get an emailed / paper copy from
  departmentalco-ordinator
• Agreed with role holder(s) and manager

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The 14 elements

• Communications(oral and written)
• Teamwork Motivation
• Liaison Networking
• Service Delivery
• Decision Making
• Planning Organising Resources
• Initiative Problem Solving

• Analysis Research
• Sensory Physical Demands
• Work Environment
• Pastoral Care Welfare
• Team Development
• Teaching Learning Support
• Knowledge Experience

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Job Evaluation _at_ UCL

• Why we are doing it
• How we are doing it
• What you have to do ?

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Filling in your JDO (1)

• The JDO is an analytical summary of your job
  its about the post not the person!
• Who may complete your JDO?
• You, or you and colleagues, or your manager
• We prefer a word-processed JDO
• Take some time
• Should only take between 3 and 6 hours in total
• Read the entire form through before you begin

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Filling in your JDO (2)

• Useful to list your tasks on the last page as a
  starting point
• Use your current job description to identify main
  tasks
• Break each main task down into its component
  elements
• Use the guidance notes to help you
• The questions are only prompts to help you think
  analytically
• Then summarise the activity for each relevant
  element with a typical example

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Filling in your JDO (3)

• For each element give one or two typical examples
  covering the range of your work
• Refer to other elements to avoid repetition
• Answer boxes are fixed in size
• Use an additional sheet if necessary
• If you are sure a category does not apply, mark
  it N/A

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A Real Example

• Task Ensure contracts and agreements meet the
  needs of users
• JDO Elements
• Communication
• Liaison Networking
• Service Delivery
• Decision-making
• Example Response - Liaison Networking
• Liaise regularly with suppliers and users to
  determine that contracts and agreements meet user
  needs and a process of continual improvement is
  undertaken e.g. procuring best value for UCL on
  software provision. I was responsible for setting
  up user forums for Matlab and Labview

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In conclusion

• Consider each of the 14 elements carefully and
  give a full account of your job
• Your grading will ultimately depend on the
  evidence included on the JDO
• You will be given credit for misallocated
  evidence
• It doesnt matter who completes the JDO the
  role holder or manager
• It must be approved and signed off by both and
  also, in some cases, the HoD

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Returning your completed JDO

• You will be advised by your department how to
  return your form
• Submit the signed paper copy to your departmental
  co-ordinator
• Remember
• To keep a copy
• If its incomplete, well return it to you

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What happens after this?

• The job evaluation process will continue until
  April/May 2005
• Then new pay and grading structures will be
  negotiated
• UCL has budgeted a total of 5.1 on the wage bill
  for transfer to the new structure, in addition to
  annual increases
• UCL has provided assurances about the shape of
  the new structure in negotiation with our trade
  unions
• You will be informed of your new grade in writing
• The aim is to implement the new structure on1
  August 2005

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The Pay Framework Agreement_at_ UCL

• Pay Framework Helpline
• phone 09789 (020 7679 9789)
• or email pfhelp_at_ucl.ac.uk
• More information is on the web at
  www.ucl.ac.uk/payframework
• including FAQs