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Local Government LOCAL GOVERNMENT NJC Job Evaluation Scheme NJC JOB EVALUATION SCHEME The Context • Single Status Agreement 1997 • 2002 national local government strike • Local Government Pay Commission 2003 • 2004 NJC pay settlement Local Government NJC Job Evaluation Scheme • Designed to cover all local government jobs up to chief officer level (but excluding teachers) • Developed specifically to comply with equal value & equality principles • Developed by a joint Technical Working Group & intended to be jointly implemented • Recommended by an independent Local Government Pay Commission Local Government NJC Job Evaluation Scheme Principles • Single Status – specifically for & measures fairly all NJC jobs • Equality – equality proofed in the local government context & deals with all 3 types of equal pay claim • Jointness – operated by employers & unions locally on fully joint basis • Openness – all details of scheme published & employees have right to see how scheme operates & evaluates posts NJC JES – Factors (1) 13 Factors in NJC scheme as follows: 4 Knowledge & Skills Factors Knowledge Mental Skills Interpersonal/ Communication Skills Physical Skills Initiative & Independence – 1 Factor NJC JES – Factors (2) 4 Responsibility Factors • People • Supervision, Management, Co-ordination • Financial Resources • Physical Resources NJC JES – Factors (3) 3 Effort Factors • Physical Demands • Mental Demand • Emotional Demands Working Conditions – 1 Factor NJC JES – Scoring of Factor Levels Factor Levels Vary: • Knowledge and Initiative & Independence – each have 8 levels • Responsibility Factors – 6 levels each • Effort Factors, Working Conditions – 5 levels each NJC JES – Weighting Factor Levels Vary: • Follows Implicit Pattern – more levels means more weight • Knowledge & Skills, Responsibilities have greater weight than Effort • Knowledge has greatest weight – 16.3% Practical Aspects of Job Evaluation • Steering Committee • Evaluation Committee • Job Analysts • Benchmark Jobs • Job Descriptions – a Crucial Tool • Computerised JE The NJC JE Scheme – the process • Green Book Part 4 guidance and users’ manual • Framework for local employers and union representatives • Standard Job Description Questionnaire • Evaluations by paper (manual) or computer (Gauge) Pilat Gauge Computerised NJC JES • Jobholders answer questions directly onto computer • Question pathways mean only relevant questions come up • Requires trained analysts/facilitators • No evaluation panel but sorethumbing/verification panel recommended • Paper-based benchmark exercise & local conventions/ help screens Is the NJC JE Scheme time consuming, given it is jointly operated? • Proper evaluation of all council jobs, to achieve equality proofed pay structures, takes time & effort • No evidence NJC scheme is more time consuming in practice • Fast track methods are risky, leading to possible equal pay claims from particular occupational groups • Union Partnership is crucial for workforce trust and confidence Support for Councils and Unions implementing the NJC JE Scheme • Green Book Part 4 Guidance & User Manual • Job Evaluation TWG continuing technical advice • NJC joint training pack for users / PILAT training • NJC Associate Consultants for practical & technical advice • Regional training & support • NJC guidance on PGR, EqPA and EqIA Relating Job Evaluation Scores to Grading and Pay • Draw up Rank order of jobs using JE points – JE exercise complete • Translate JE points into new pay structure & place jobs provisionally on it – pay modelling • Agree arrangements for bonus, protection, back pay, unsocial hours & other allowances • Equal Pay Review of new proposals & structure • Draw up timetable for assimilation & implementation And the NJC JE Scheme scores have to be implemented properly • Need to resource pay & grading reviews properly to remove threat of successful litigation • Almost impossible to implement equal pay proofed pay structures at nil cost/very low cost in local government because of historical unequal pay in many councils • Attempts to do so will make councils vulnerable to equal pay claims & less attractive to work for Conclusions Why use the NJC JE Scheme (1) The NJC JE scheme is equality proofed in a local government context: • It has been specifically designed to evaluate local government jobs in the single status context • It conforms with equal pay law and if properly implemented will protect employers from equal pay claims which can run into £millions • Equality proofed pay structures good for employers and employees Why use the NJC JE Scheme (2) The NJC JE scheme builds in partnership and support: • It is open and transparent and in the Green Book – job evaluation gains maximum acceptance when it is owned by the employer & employee • It is designed to be jointly operated – union partnership is crucial for workforce confidence • It comes with unrivalled practical and technical support and training materials Why use the NJC JE Scheme (3) • It is the NJC’s recommended scheme & has been used by a range of councils • It is recommended by an independent Local Government Pay Commission as the job evaluation scheme for local government single status reviews. • Alternatives must meet its principles so simplest to use NJC JE scheme.
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"Local Government LOCAL GOVERNMENT NJC Job Evaluation Scheme NJC JOB EVALUATION SCHEME The Context • Single Status Agreement 1997 • 2002 national local government strike • Local Gove"Please download to view full document