The Framework Agreement

Pay Framework Agreement P F 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 P F 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 reevaluation arrangements have been suspended P F Equality  Law requires equal pay for work of equal value, with value being determined using analytical job evaluation schemes P F 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   P F 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 P F 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. P F 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 P F 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 don’t know the exact structures yet, UCL has provided assurances about their shape in negotiation with trade unions P F 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:- P F 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. P F The effect on staff    Most staff will see little change in their salary. Some posts will be identified as being undergraded, and these staff will see increases to their salary ( green circled ). Some posts will be identified as being overgraded, and these staff will have their pay frozen ( red circled ). P F Red  circling  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 P F 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. P F 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. P F And Finally …   Yes – it is a challenging task And that’s why everyone’s cooperation will be key. P F Who Can Answer My Questions? www.ucl.ac.uk/hr/docs/framework/payframe_agre ement.php Dedicated email helpline pfhelp@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 P F