Single Status and Job Evaluation School Based Jobs Joint LA and TU Briefing Welcome Introduce TU rep and other colleagues Thank you for attending This presentation is for invited job holders and line managers only for those jobs selected for evaluation

Objectives of Briefing To explain Why we are evaluating jobs in schools What Job Evaluation is Your part in the process The presentation lasts for about 30 minutes it would be helpful if you could save questions till the end if possible You have a handout of the slides to make notes on There will be handouts at the end of the presentation for you to take away with you

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’ It has been agreed to implement the new pay and grade structure and the DP simultaneously next year We have already implemented the 37 hour week

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.

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.

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 Try to disassociate JE with pay The JE part is about scoring jobs to form a rank order There will be a link to pay later in the process when the rank order of jobs is pay modelled and a new pay structure is developed

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 All this information is collected in a Hay Job Description Questionnaire Job Purpose – why does your job exist PA - we need 8 or so key deliverables. Not a list of tasks or activities but what your job is there to do and for what. See workbook for examples of accountabilities Success measures will give a measure of how you know when you have done that accountability successfully. Eg delivered a project to time or budget Dimensions – what resources or budgets are you accountable for indirectly or directly and what is the impact of your role. Eg an HR officer might have an indirect impact on the department paybill. Need to include here information of any impact you might have on other agencies eg PCT any work for the police authority etc Int/ext relationships – to what extend and for what reason do you deal with other people/clients etc internally or externally Knowledge skills and experience – what you’;d put in an ad for your job Please dont’ attach lots of information on corporate plans etc we don’t need them. 8/9 pages of good description on the JDQ will suffice.

Elements of Hay Job Evaluation KNOW-HOW PROBLEM SOLVING ACCOUNTABILITY Technical Know-How Management Breadth Human Relations Skills Thinking Environment Challenge Freedom to Act Area of Impact Nature of } Know How = Inputs Problem solving = throughputs Accountability = outputs All jobs from CE down can be measured using these criteria

Standard acceptable performance in role – as its meant to be performed so for example not as a trainee would perform it JE is not a measure of individual performance

PS Converts KH into outputs What policies procedures and guidelines constrain you in doing your job How free are you to solve problems How challenging are the problems you need to solve - are the problems similar or repetitive or is judgement required

How much freedom to act have you got Do you have to agree actions with your manager It is not true that the bigger the impact on budget the more points you get - it depends on the extent nature and area of impact Eg Director has direct impact on the dept budget but his management team will have direct impact on the portion of the budget they manage . Equally there may be someone three levels down who actually has a greater impact on a bigger sum of money Hay score The total score for the three elements is added up There are inbuilt checks and balances which test if someone is overstating or understating the job

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 to jobevaluation@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 The hay JDQ is 7 pages long a copy of the draft has already been issued to job holders. A copy of the final version is included in the pack for you to take away at the end of the briefing along with a workbook which provides guidance to help you draft the JDQ. We want you to complete the JDQ electronically and ask your line manager to agree it and then forward it to us in the JE team by email. By the 18 May please. There will be advice and guidance through a helpline and drop in sessions. You can pre book a slot at a drop in session if you wish. We will advise you on whether you have completed the form satisfactorily and answer questions you might have. But it is your responsibility with your line manager to complete it fully to reflect your job. We will quality assure all JDQs as you return them so we may come back to you with queries if we need further information. We will then evaluate the jobs from June onwards so it is important you return it by the due date

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 Programme for Principal Officer jobs Framework sample jobs – underway and will be evaluated end April/early May

Further Information Available JE Team Helpline – 01629 580000 6980 Trade Union representative – Jeanette Lloyd 07921 474701 Website – DNfL and DNET The JDQ and all the information together with a set of FAQs are all on the website. Details of the helpline number and the dates of the drop in sessions are in the pack – please collect the pack as you leave the room. This is important to you so please take the time to complete the JDQ fully. It varies – between half a day to a day to complete

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