Pay Framework Agreement

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Pay Framework Agreement
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What is the Pay Framework?

• Modernise and simplify pay arrangements, making
  them more transparent
• Requires UCL to introduce one single pay spine
  and grading structure with grades underpinned by
  institution wide job evaluation
• Includes harmonisation of terms and conditions,
  provides scope for contribution to be rewarded
  and pay progression for all staff
• Negotiated implementation in partnership with
  trade union colleagues
• Linked to a two year pay deal

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How the Pay Framework will help UCL

• How does UCL decide what to pay people?
• How does a job go from being technical to other
  related, or clerical to academic related
• What is the rationale for this ?
• Potential for anomalies is why re-evaluation
  arrangements have been suspended

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Equality

• Law requires equal pay for work of equal value,
  with value being determined using analytical job
  evaluation schemes

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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 for jobs on a fair and equitable basis
• UCL has chosen the HERA scheme

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What is HERA?

• Higher Education Role Analysis (HERA) is the JE
  scheme developed specifically for Higher
  Education
• HERA breaks down jobs into 14 dimensions which
  extensive testing shows are common to HE jobs
• It incorporates the values and the views of staff
  in HE
• There has been Trade Union involvement
  throughout
• The Equal Opportunities Commission recognises
  HERA as a non-discriminatory scheme

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How UCL is using HERA

• HERA will be used to underpin the grading of all
  posts.
• UCL will score all jobs, though not necessarily
  all individuals.
• A Job Description Outline form which has been
  developed to gather the required information,
  must be completed for each post.
• The completed form will be evaluated by two
  trained evaluators from a panel including either
  faculty or trade union nominees.

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The timetable

• UCL estimates that up to 3,500 jobs require
  scoring
• Thirty people will have been trained to evaluate
  (15 TU nominees 15 Dept/Faculty nominees)
• UCL expects to complete this process over a
  period of 8 months starting October 2004
• UCL aims to implement the new pay arrangements
  from 1 August 2005

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What happens then?

• Once UCL has completed the process of job scoring
  and completed a ranking, new pay and grading
  structures will be negotiated
• UCL has budgeted a total of 5.1 on the wage bill
  for transfer over to these new structures in
  addition to annual increases
• Though we dont know the exact structures yet,
  UCL has provided assurances about their shape in
  negotiation with trade unions

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Memorandum of Understanding

• UCL agrees that the new grading structure will
  comply with the MoU, in that it will be designed
  with the intention of avoiding detriment to UCL
  staff, with the exception of posts that are red
  circled following the job evaluation exercise.
  Specifically-

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MoU Continued.

• Contribution thresholds will be set no lower than
  current non discretionary maxima for equivalent
  grades
• Staff will have a normal expectation of annual
  progression to the contribution threshold
• This incremental progression will take no longer
  than under current equivalent arrangements
• Total pay over the period of progressing from the
  minimum to the maximum will be no less than under
  current arrangements for equivalent grades.

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The effect on staff

• Most staff will see little change in their
  salary.
• Some posts will be identified as being
  under-graded, and these staff will see increases
  to their salary ( green circled ).
• Some posts will be identified as being
  over-graded, and these staff will have their pay
  frozen ( red circled ).

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circling
Red

• The framework agreement allows for up to 4 years
  of salary protection
• Opportunities will be given to staff in this
  situation for extra training and increased levels
  of responsibility to allow them to be up-graded

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Will there be an appeals procedure?

• Yes there will.
• The detail is currently being negotiated.
• The agreed procedure will be in place at the time
  of implementation.

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What is the role of the trade unions?

• Working in partnership with UCL
• Facilities time arrangements agreed.
• Negotiated all of the above
• Trained in, and will carry out, job evaluation.
• Continue to provide support and representation
  for members.

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And Finally

• Yes it is a challenging task
• And thats why everyones cooperation will be key.

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Who Can Answer My Questions?

• www.ucl.ac.uk/hr/docs/framework/payframe_agreement
  .php
• Dedicated email helpline
• pfhelp_at_ucl.ac.uk
• Dedicated telephone hotline
• Ext 09789
• Staffed by Dave Guppy, Sean Wallis, Geoff
  Williams, Tom Silverlock, Tamsin Piper, Tom
  Reilly, Julie Wake, Claire Rowlinson, Richard
  Woloshen, Tony Ferns, Helge Halvarson