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Single Status and Job Evaluation

Single Status and Job Evaluation. School Based Jobs Joint LA and TU Briefing Welcome. Objectives of Briefing. To explain Why we are evaluating jobs in schools What Job Evaluation is Your part in the process. Single Status Agreement. National Agreement reached April 1997 Agreement to:

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Single Status and Job Evaluation

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  1. Single Status andJob Evaluation School Based Jobs Joint LA and TU Briefing Welcome

  2. Objectives of Briefing • To explain • Why we are evaluating jobs in schools • What Job Evaluation is • Your part in the process

  3. Single Status Agreement • National Agreement reached April 1997 • Agreement to: • Implementation of 37 hours week • Pay and grading review incorporating Job Evaluation • Introduction of locally agreed terms and conditions – ‘Derbyshire Package’

  4. Single Status and Schools • LA undertaking a Financial Impact Assessment. • Evaluating a sample of jobs in schools. • The scores will be compared with scores for other Derbyshire County Council jobs. • Jobs not evaluated will be matched by title and grade. • An assessment will be made of approximate potential costs for all schools. • A comparison of potential and current costs will give an estimate of the potential financial impact. • This has no impact on individual pay at the present time.

  5. The Sample The sample used for the exercise includes jobs with: • Significant variations in grade for the same title. (Bursar). • Different titles but a similar purpose and grade. (Business or Finance Manager). • High numbers of job holders. (Mid Day Supervisor, Cleaner). • Possible direct comparators with other DCC jobs. (Caretaker, IT jobs, Librarian). • No direct comparators with other DCC jobs. (Learning Mentor, Examinations Officer). • Varied titles and grades. (A range of administrative jobs). Also • All jobs in two secondary schools. • The size of the sample is around 275 jobs. • Is taken from a wide range of schools.

  6. Job Evaluation • Transparent and consistent process • Incorporates equal pay principles • Measure of JOB, not job holder • NOT a measure of individual’s capability • Output is a rank order of jobs • Joint process with the Trade Unions

  7. Information for Job Evaluation • Job Purpose • Principal Accountabilities/ performance measures • Organisation Chart • Dimensions • Internal and External Relationships • Planning • Decision Making • Knowledge, Skills and Experience • Special Features

  8. Elements of Hay Job Evaluation KNOW-HOW ACCOUNTABILITY PROBLEM SOLVING Technical Know-How Management Breadth Human Relations Skills Thinking Environment Thinking Challenge Freedom to Act Area of Impact Nature of Impact }

  9. The Hay JE Process • A Job Description Questionnaire (JDQ) should be completed for each job • By the job holder and agreed by the line manager • Electronic completion and return (DNfL) • email tojobevaluation@derbyshire.gov.uk • By Monday 16 March latest • Advice and guidance • Helpline - O1629 580000 6980 • Workbook • Website DNFL and DNET • Quality assurance of completed JDQs • Evaluation of JDQs

  10. Programme • Initial communications with schools and job holders - completed • Joint briefings for job holders and line managers - February • Completion of JDQs - return by 16 March • Evaluation of jobs - March to May • Financial Impact Assessment - June

  11. Further Information Available • JE Team Helpline – 01629 580000 6980 • Trade Union representative – Jeanette Lloyd 07921 474701 • Website – DNfL and DNET

  12. Single Status andJob Evaluation School Based Jobs Thank you for attending and taking part in the process Questions?

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