Framework Agreement

1
Framework Agreement

• Originated as a result from the Bett Report
• The end to Annual Reviews using the Blue / Red
  Books
• One more review using the old system in 2005

2
Framework Agreement

• It involves Job Evaluation of ALL staff using the
  same scheme (Porters to Professors)
• Equal work for Equal Value
• A 51 point single pay spine
• Scheme Transparency

3
Framework Agreement

• St.Andrews has chosen HERA (Higher Education Role
  Analysis) as it has been specially designed for
  use in universities
• It has Equal Opportunities Commission approval
• The scheme is transparent so that each individual
  who is assessed can see a paper trail as to how
  he/she was assessed/scored

4
Framework Agreement

• We have a Project Group to oversee the
  implementation of the scheme
• A Job evaluation Executive Group to complete
  their work by 1st August, 2006
• A Harmonisation Executive Group (conditions of
  service) to completed by 1st August, 2005 for all
  staff

5
Framework Agreement

• Project Group has to ensure good
  communications with ALL staff and they will take
  the take the following format
• Web page located within the Human Resources site
• Friday Memos and Circulars
• Meetings with staff Briefing sessions

6
Framework Agreement

• Training will be given
• Job Analysts
• Role Profilers
• Verifiers who are likely to be Heads of
  Depts/Units/or Immediate Supervisor's
• All Staff on how to complete their job profile

7
Framework Agreement

• How the implementation will likely be done
• Groups/Individuals will meet with a Role Profiler
  who will gather in the information ready for
  submission to the Analyst
• Prior to the next stage the Role Profiler will
  contact the immediate supervisor's to check the
  information is correct
• Any changes will be referred back to the
  Group/Individual before it is signed off

8
Framework Agreement

• The Analyst will score the job
• The Group/Individual will be notified of the
  score, at this stage meaningless
• The information is then passed to the Job
  Evaluation Exec Group to slot the jobs into the
  51 point salary structure with the assistance of
  a Salary Modeller

9
Framework Agreement

• You remain on the same salary or you move over to
  the 51 point pay spine to next nearest point on
  the scale
• If you are green circled and promoted and to the
  bottom of the appropriate salary point on the 51
  point scale
• You are red circled, effectively downgraded,
  remaining on the same salary with no more
  increments/inflationary rises until the lower
  salary point catches up with where and you are
  and you have 4 years to achieve this
• An Appeals mechanism will be available

10
Framework Agreement on Conditions of Service

• Harmonisation of ALL conditions of employment
• Hours
• Holidays
• Pensions i.e. USS and your own local scheme
• All other areas ??

11
Framework Agreement - Costs

• 
  (1) (2) (3) (4)
• Aberdeen, University of 100,000
  56,476,000 257,000 357,000
• Abertay Dundee, University of 100,000
  16,292,000 74,000 174,000
• Bell College 100,000
  9,291,000 42,000 142,000
• Dundee, University of 100,000 52,403,000
  239,000 339,000
• Edinburgh College of Art 100,000 7,448,000
  34,000 134,000
• Edinburgh, University of 100,000
  120,041,000 547,000 647,000
• Glasgow Caledonian University 100,000
  46,006,000 210,000 310,000
• Glasgow School of Art 100,000 8,766,000
  40,000 140,000
• Glasgow, University of 100,000 111,773,000
  509,000 609,000
• Heriot-Watt University
  100,000 31,309,000 143,000 243,000
• Napier University 100,000
  37,089,000 169,000 269,000
• Paisley, University of
  100,000 27,664,000 126,000 226,000
• Queen Margaret University College 100,000
  12,379,000 56,000 156,000
• Robert Gordon University 100,000 28,581,000
  130,000 230,000
• Royal Scottish Academy of Music
• and Drama 100,000
  5,114,000 23,000 123,000
• St Andrews, University of 100,000 30,807,000
  140,000 240,000