Single Status and Job Evaluation

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 }

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) • 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

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

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

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