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Pay Review and New Terms and Conditions Consultation Session

Attend the consultation session to learn about the Unified Reward proposals and provide feedback on how they may impact you. The session aims to inform employees about the progress of the negotiations and next steps.

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Pay Review and New Terms and Conditions Consultation Session

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  1. Pay review and new terms and conditionsSchoolEmployees Consultation SessionFebruary 2016

  2. Aims of this session • Brief employees on the Unified Reward proposals, progress so far, the outcome of TU negotiations and detailing next steps • Gather feedback on the proposals and inform employees how they can input to the consultation • Give staff an indication of how they will be impacted as a group • We will not be discussing individual circumstances • The information given today is subject to change following the outcome of further job evaluations, consultation and committee approval

  3. What is Unified Reward? The Unified Reward project is; • A review and redesign of the pay and grading structure • A harmonisation of terms and conditions across the council and community schools We want; • To be a fair, attractive and competitive employer • Spending focussed on current and future need • Scope to address emerging skills shortages What Unified Reward is not doing… • Unified reward is not a cost saving exercise Unified Reward is being implemented across all council employees and support staff in community schools. (Excluding Education and Skills)

  4. New Pay Structure

  5. New Pay Structure • 12 new grades cut down from over 300 grades • Range of pay allowing potential progression within a grade (to be linked to performance) • Base pay increased to the average for local councils New Pay and Grading Structure

  6. New Pay Structure Other Pay Awards Barnet Living Wage • The Barnet Living Wage is embedded within our pay structure Cost of Living Awards • To continue being applied to grades A to L London Weighting • To be consolidated into base pay for all staff

  7. New Pay Structure Impacts of the new pay and grading structure • Over 95% of schools employees will receive the same or a higher basic rate of pay following the implementation of Unified Reward • As with any review that redefines the pay and grading there are some employees whose salary will reduce

  8. New Pay Structure Pay Protection Detrimentally impacted employees • The proposal is to delay introduction of Unified Reward in schools until April 2017 • Unified Reward will be implemented for all other council staff from October 2016 • Protection will be in place for 12 months from the date of implementation for employees detrimentally impacted by Unified Reward • Schools staff will have their current pay protected until April 2018

  9. New Pay Structure Term Time Only Working • Some schools-based employees are paid for 52 weeks per year whilst working term time only. • Others are paid a ‘retainer’, which is built into the weeks per year worked calculation • Term time only workers will have pay pro-rated to 39 weeks and retainer pay will be removed • For employees detrimentally affected there will be pay protection at 52 weeks or full pay until April 2018

  10. New Pay Structure Term Time Only Working • All Teaching Assistants, Nursery Nurses and Mealtime Supervisors will be paid for the weeks of the year they actually work (plus bank holiday and annual leave entitlement) as follows:

  11. New Pay Structure Teaching Assistants on Term Time Only Contracts Example - Teaching Assistants Level 2 • 700 Teaching Assistants (all levels) currently on Term Time Only contracts all gain pay • Average increase just under £1,000 per year (actual increase depends on TA level and hours worked)

  12. New Pay Structure Teaching Assistants on 52 Week Contracts Example - Teaching Assistants Level 2 • 380 Teaching Assistants currently on 52 week contracts • Need to be paid according to weeks worked • Proposed that no one will see a reduction of more than 3.4% following the end of protection from 1st April 2018 • Average reduction – c£450 per year (actual reduction depends on TA level and hours worked) • Proposed to review position of all TAs on an individual basis to ensure all roles have been matched to the correct level

  13. New Pay Structure Nursery Nurses on Retainer System Example - Nursery Nurses Level 3 • 90 Nursery Nurses on retainer contracts • Need to be paid according to weeks worked

  14. Terms and Conditions Review

  15. Terms and Conditions Review Annual leave • Currently annual leave varies depending on; - Grade - Length of service - Differing terms and conditions • Levels of leave vary across the council and schools from 24 – 36 days • Public Sector average 30.25 days • All employees will be entitled to 30 days annual leave (FTE)

  16. Terms and Conditions Review Annual leave – Pro-rated example Full time 52 Weeks & 36 hours per week = 38 days annual leave (inc Bank Holidays) Term Time only 39 Weeks & 36 hours per week = 33 days annual leave (inc Bank Holidays) Term Time only - Part time The 33 days will then be pro-rated dependent on hours worked

  17. Terms & Conditions Review Pay Progression & Performance Related Pay • Automatic increments have been removed from grades • % increase to base pay will be received annually dependent on performance, this will be consolidated into the employees base pay • If an employee achieves ‘outstanding’ for two or more years potential for an additional reward

  18. Terms and Conditions Review New Sickness Procedure • The Council’s sickness levels are amongst the highest within London local authorities - we need to change council culture and address this. • A revised sickness management approach with new sickness triggers to address short-term sickness. • The triggers are not intended to impact those with disabilities, long term illness or life threatening conditions. • A trial period of 12 monthsbefore possible introduction of salary deductions. • Management discretion when enforcing triggers.

  19. Terms & Conditions Review Working Week, Overtime and Bank Holidays • Standard 36 hr working week, Monday – Friday, 6am – 10pm • 48 hours a week max – rolling 4 week average • Contractual overtime will cease • To support service delivery local time off in lieu (Toil) arrangements to continue • Overtime must be requested and agreed with a manager in advance to ensure enhanced rates are paid • Rates above apply to employees on Grades A – F • Employees on Grades G and upwards have different arrangements

  20. Terms & Conditions Review Recruitment and Retention • The Council faces challenges recruiting to some key groups of employees • 2 schemes for either recruitment or retention • Maximum 10% additional pay for each scheme • To replace existing Market factor supplement payment

  21. Other changes We are also exploring introducing the following benefits… Health and Wellbeing Employee Benefits Scheme Manager Development Development programmes for current managers and aspiring managers

  22. Next Steps – Unified Reward Timeline

  23. Unified Reward - Next Steps Phase 1 - Corporate Staff • General Functions Committee • Unified Reward Implementation Job Evaluation Letter & New Contract Consultation ends Phase 2 - Schools Staff Delayed introduction until April 2017

  24. Unified Reward - Next Steps Consultation ends • During Consultation • Opportunity for employees to participate via voting buttons • Information available in hard copy, on Barnet website, on Working with children in Barnet Website • Feedback and queries can be directed to dedicated Unified Reward helpline. • Feedback via your Trade Union • 8 March 2016

  25. Unified Reward - Next Steps • Headteachers will receive documents to give to employees • Information will include job title, grading, and salary • Employees will have the opportunity to appeal against their job evaluation Job Evaluation Letter • May 2016

  26. Unified Reward - Next Steps • Headteachers will receive documents to give to employees • Employees will be asked to read, sign and return one copy of the new contract within a defined period to confirm their agreement New Contract • July 2016

  27. More information If you want to know more or would like to review the information provided in this session: Internet – www.barnet.gov.uk/unified-reward Or www.barnet.gov.uk/wwc-home/information-for-schools Queries In the first instance speak to your Headteacher Unified Reward Helpline T: 0330 606 4444 (option 1) E: barnethrpayroll@capita-services.co.uk Feedback to the Consultation Via your Trade Union Unified Reward Helpline T: 0330 606 4444 (option 1) E: barnethrpayroll@capita-services.co.uk

  28. Q&A Session

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