1. 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

2. 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

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’
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

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
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

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
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.

8. 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

9. 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

10. 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

11. 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

12. 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) to
By Monday 16 March latest
Advice and guidance
Helpline - O
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 .
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

13. 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

14. Further Information Available
JE Team Helpline –
Trade Union representative – Jeanette Lloyd
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

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