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The Pay Framework Agreement @ UCL and Job Evaluation

The Pay Framework Agreement @ UCL and Job Evaluation. Job Evaluation @ UCL. Why we are doing it  How we are doing it What you have to do. Pay Framework Agreement. Result of equal pay legislation and the multiplicity of grading structures in HE Based on equal pay for work of equal value

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The Pay Framework Agreement @ UCL and Job Evaluation

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  1. The Pay Framework Agreement@ UCL and Job Evaluation

  2. Job Evaluation @ UCL • Why we are doing it  • How we are doing it • What you have to do www.ucl.ac.uk/payframework

  3. Pay Framework Agreement • Result of equal pay legislation and the multiplicity of grading structures in HE • Based on equal pay for work of equal value • Negotiated nationally with the unions • Provides for local negotiations on grading and harmonisation of conditions • More information on the website www.ucl.ac.uk/payframework

  4. Job Evaluation – Why? • UCL has 21 salary scales plus 5 job grading schemes • But commercial job evaluation schemes are not ideal for jobs in HE • So HERA was developed by employers & unions to grade HE jobs • Recognised as non-discriminatory by the Equal Opportunities Commission • UCL considers HERA the most appropriate scheme for HE www.ucl.ac.uk/payframework

  5. Job Evaluation @ UCL • Why we are doing it • How we are doing it  • What you have to do www.ucl.ac.uk/payframework

  6. How UCL is using HERA • A job description outline (JDO) form must be completed for each job • The forms will be evaluated by a panel of 2 trained role analysts • Each panel will include a trade union or faculty nominee • Your grade will ultimately be determined by the content of your JDO www.ucl.ac.uk/payframework

  7. Role of the Manager • Ensure that the JDOs are completed by the deadline • Verify the JDO • JDO may need amplification • Ensure that multiple role holders • Approve the inclusion of their jobs • Each have sight of a copy of the JDO • All role holders must • Approve the completed JDO www.ucl.ac.uk/payframework

  8. Job Evaluation Process • Each faculty, division or department has been allocated one month between October 2004 and March 2005 • A job description outline form must be completed for all jobs • These are evaluated by a Job Evaluation panel, resulting in a HERA score www.ucl.ac.uk/payframework

  9. Multiple Role Holders • Multiple role holders = more than one person doing the same job, e.g., Cleaners, Professors • The same title is not a guarantee of the same job • Identified by the department • If in doubt, use individual JDOs • Only one JDO is needed as long as the job is substantially the same for all role holders www.ucl.ac.uk/payframework

  10. UCL Job Evaluation Timetable • Job evaluation process from October 2004 to April/May 2005 (~3,500 jobs) • Pay modelling for the new grading structure • New grading structure & conditions agreed and implemented by August 2005 • Assimilation to new pay scale • Appeals process - negotiated in Spring 2005 Start October 2004 Finish May 2005 Implement August 2005 www.ucl.ac.uk/payframework

  11. Job Description Outline Forms • 14 elements – in line with HERA Scheme • Guidance notes are included on the form • Download the form from the pay framework website – www.ucl.ac.uk/payframework • Or get an emailed / paper copy from departmentalco-ordinator • Agreed with role holder(s) and manager www.ucl.ac.uk/payframework

  12. Communications(oral and written) Teamwork & Motivation Liaison & Networking Service Delivery Decision Making Planning & Organising Resources Initiative & Problem Solving Analysis & Research Sensory & Physical Demands Work Environment Pastoral Care & Welfare Team Development Teaching & Learning Support Knowledge & Experience The 14 elements www.ucl.ac.uk/payframework

  13. Job Evaluation @ UCL • Why we are doing it • How we are doing it • What you have to do  www.ucl.ac.uk/payframework

  14. Filling in your JDO (1) • The JDO is an analytical summary of your job – its about the post not the person! • Who may complete your JDO? • You, or you and colleagues, or your manager • We prefer a word-processed JDO • Take some time • Should only take between 3 and 6 hours in total • Read the entire form through before you begin www.ucl.ac.uk/payframework

  15. Filling in your JDO (2) • Useful to list your tasks on the last page as a starting point • Use your current job description to identify main tasks • Break each main task down into its component elements • Use the guidance notes to help you • The questions are only prompts to help you think analytically • Then summarise the activity for each relevant element – with a typical example www.ucl.ac.uk/payframework

  16. Filling in your JDO (3) • For each element give one or two typical examples covering the range of your work • Refer to other elements to avoid repetition • Answer boxes are fixed in size • Use an additional sheet if necessary • If you are sure a category does not apply, mark it “N/A” www.ucl.ac.uk/payframework

  17. A Real Example Task: Ensure contracts and agreements meet the needs of users JDO Elements: • Communication • Liaison & Networking • Service Delivery • Decision-making Example Response - Liaison & Networking Liaise regularly with suppliers and users to determine that contracts and agreements meet user needs and a process of continual improvement is undertaken e.g. procuring best value for UCL on software provision. I was responsible for setting up user forums for Matlab and Labview www.ucl.ac.uk/payframework

  18. In conclusion • Consider each of the 14 elements carefully and give a full account of your job • Your grading will ultimately depend on the evidence included on the JDO • You will be given credit for misallocated evidence • It doesn’t matter who completes the JDO – the role holder or manager • It must be approved and signed off by both – and also, in some cases, the HoD www.ucl.ac.uk/payframework

  19. Returning your completed JDO • You will be advised by your department how to return your form • Submit the signed paper copy to your departmental co-ordinator • Remember • To keep a copy • If it’s incomplete, we’ll return it to you www.ucl.ac.uk/payframework

  20. What happens after this? • The job evaluation process will continue until April/May 2005 • Then new pay and grading structures will be negotiated • UCL has budgeted a total of 5.1% on the wage bill for transfer to the new structure, in addition to annual increases • UCL has provided assurances about the shape of the new structure in negotiation with our trade unions • You will be informed of your new grade in writing • The aim is to implement the new structure on1 August 2005 www.ucl.ac.uk/payframework

  21. The Pay Framework Agreement@ UCL Pay Framework Helpline: phone: 09789 (020 7679 9789) or email: pfhelp@ucl.ac.uk More information is on the web at: www.ucl.ac.uk/payframework including FAQs www.ucl.ac.uk/payframework

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