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 by sdfwerte

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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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