BRIEFING SESSION FOR ALL NJC EMPLOYEES

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JOB EVALUATION PROJECT
BRIEFING SESSION FOR ALL NJC EMPLOYEES Presented
by Steve Tolley and Steve Bennett
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DOMESTICS

• Fire Alarm
• Emergency Exits
• Toilets
• Timings
• Questions
• Mobile Telephones

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OBJECTIVES FOR THE BRIEFING

• Provide background to JEP
• Reasons behind the exercise
• Provide an outline of the process
• Outline your involvement/responsibilities
• The impact on NJC employees
• Provide an indication of outcomes

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JOB EVALUATION PROJECT TEAM (JEPT)

• Project Manager - Steve Bennett
• Project Support Officer - Hainy Davies
• Job Analysts - Laura Broomhead, Tina Carless,
  Barbara Corbett, Tracey Duane, Michael Kirk, Ben
  Logan, Jo Pickering, Gill Thornicroft.
• Internal secondments / fully trained
• TU Colleagues / Head(s) of Service

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BACKGROUND - REASON ITS HAPPENING

• Single Status Agreement (1997)
• Harmonisation of Terms and Conditions
• 2004 Pay Settlement
• Pay and Workforce Strategy
• Equal Pay Legislation

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JOB EVALUATION (JE) - WHAT IT IS

• A system for establishing the relative value of a
  job to the Council
• An open and transparent process
• A reliable method of comparing jobs avoiding
  unfair bias
• An accurate reflection of the value of a job
  rather than the perceived value of a job title

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JOB EVALUATION - WHAT IT IS NOT

• Not scientific or mystical
• Not an assessment of the jobholders capabilities
  or performance
• Not a workload measurement tool
• Not the jobholder who is being evaluated
• Not a re-grading exercise

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THE SCHEME

• Pilat Gauge scheme
• Computerised NJC version
• Developed by National Joint Council in
  consultation with Trade Unions
• Analytical scheme that measures the job against
  13 different Factors

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HOW JE WILL BE CARRIED OUT

• Job Evaluation Project Team/TU Partnership
• Pilot Exercise (100 jobs) NJC Employees only
• Review of outcomes
• Report to CMB (Corporate Management Board)
• Conduct Full Exercise
• After exploring options report back to CMB

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HOW JE WILL BE CARRIED OUT (continued)

• Pilot Exercise and Full JE Process
• Why hold a pilot exercise?
• Process it will follow
• Before, During and After the interview
• Who, how, what, when and where

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THE PROCESS THE PILOT WILL FOLLOW

• Employee/Line Manager Contacted JQ Supplied
• JQ completed by Employee/Line Manager
• Confirm Attendance at Interview
• Interview
• Employee shown Overview at end of Interview

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FACTORS

• Job assessed against 13 factors.
• Knowledge Skills.
• Knowledge
• Mental skills
• Interpersonal skills
• Physical skills

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FACTORS (Continued)

• Effort Demands
• Initiative Independence
• Physical demands.
• Mental demands.
• Emotional Demands.

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FACTORS (Continued)

• Responsibility
• Responsibility for People
• Responsibility for Supervision
• Responsibility for Financial Resources
• Responsibility for Physical Resources
• Working Conditions

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ROLES AND RESPONSIBILITIES

• Role of Jobholder
• Role of Line Manager
• Role of Trade Unions
• Role of Job Analyst (facilitates the process - no
  influence on outcomes)

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TIMESCALES

• How long the exercise will take
• Pilot - 6 - 8 weeks
• Main Exercise - 12 months?
• New Pay and Grading System?
• Implementation 1st April 2007?

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OUTCOMES

• Will have contributed to addressing a major part
  of Single Status and the Pay and Workforce
  Strategy Agreement
• Pay and Grade Reviews
• Equal Pay Audit/Review
• Fair, equitable and transparent systems in place
  for now and the future

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KEEPING PEOPLE INFORMED

• Newsletter
• Employee Emails
• Articles in Your Voice
• Intranet Site
• Telephone Team on [phone]
• Emailjobevaluation_at_warrington.gov.uk