PAY FRAMEWORK

1

• PAY FRAMEWORK
• AND
• JOB EVALUATION

2
INTRODUCTION

• Background to modernisation of pay structures and
  job evaluation
• Progress to date
• Next steps

3
BACKGROUND

• Structural change within sector
• Need to reform collective bargaining machinery
• Concern over equal pay

4
EQUALITY

• The law requires equal pay for work of equal
  value, with value being determined by using an
  analytical job evaluation scheme.

5
FRAMEWORK AGREEMENT

• Developed in partnership with the Trade Unions
  Joint Negotiating Committee for HE Staff (JNCHES)
• Agreement to modernise and simplify pay
  arrangements to make them more transparent
• Requires Keele to introduce one single pay spine
  and grading structure with grades underpinned by
  an University-wide job evaluation scheme
• Applies to all staff currently covered by
  national pay bargaining
• Deadline for implementation - August 2006

6
MAIN FEATURES

• Single pay spine 51 points
• Job evaluation scheme
• Flexibility to develop own pay structures through
  negotiation with local trade unions
• Pay progression based on length of service and
  contribution
• Attraction and retention premia

7
WHAT IS JOB EVALUATION?

• Job evaluation is an analytical process that
  measures the size and complexity of your job
• Job evaluation will establish a relative ranking
  order of jobs on a fair and equitable basis
• Keele will use a job evaluation scheme based on
  the Hay methodology

8
WHAT IS THE HAY METHOD?

• Analytical method
• Most widely used scheme on a global basis both
  public and private sector
• Flexible and adaptable to change
• Able to compare dissimilar jobs

9
HAY METHOD PRINCIPLES

• Hay looks at the role not the person
• Judgements are based on fully acceptable
  performance within the role
• Provides quality checks and balances throughout
  the process

10
PROGRESS TO DATE

• Discussions with the trade unions
• Steering Group established
• Working parties established
• Academic and Academic-Related, Research Staff
• Support Staff
• Memorandum of Understanding with AUT
• Training on Hay job evaluation scheme for 34 staff

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NEXT STEPS

• Identify benchmark roles
• Staff identified in benchmark roles to complete
  job profile questionnaire
• For academic staff nationally agreed role
  profiles will be used if appropriate to Keele
• Job evaluation panel evaluates benchmark roles
• Matching exercise to benchmark roles
• Verification process
• Rank jobs
• Link job evaluation to pay spine job family
  approach

12
TIMETABLE

• Continuing discussions with trade unions re
  process
• Currently identifying benchmark roles for support
  staff
• We expect the job evaluation process to be
  completed by December 2005
• We have offered to backdate the new pay
  arrangements to 1st August 2005 should sufficient
  progress be made.

13
WHO CAN ANSWER MY QUESTIONS?

• Dedicated web pages available at
  http//www.keele.ac.uk/depts/uso/hr
• Frequently asked questions page
• Communications updates available
• HR Project team Trade Union Contacts
• Judith Doran - pea02 Jayne Bromley ( Amicus)
  - bia34
• Jane Capewell - pea08 Peter Fletcher (AUT) -
  maa03
• Joyce Booth pea11 Sandra Gillham ( Unison)
  - cca36