Appendix 2

JOB EVALUATION

Draft Processes and Guiding Principles

INTRODUCTION

The following supporting principles have been agreed by the Council and the
three Trade Unions and will guide the job evaluation process through to the
completion of the Pay and Grading review as required by the National Single
Status Agreement.

1. Post Audit

The Council will undertake a post audit and the information will be used
to identify the discrete number of posts within the organisation. This
information will be used to create a database of posts to be evaluated
and inform the benchmarking stage of the review.

2. Technical Training

The Council will appoint the Regional Employers Organisation for the
South West to deliver training in the use of the scheme. The initial
training will be arranged for a small group of Panel members who will
be involved in the benchmarking stage and further training will be
provided to a wider group once the benchmarking stage is completed.

3. Benchmarking

A schedule of benchmark posts will be agreed, based on the outcome

of the post audit and subjected to evaluation using the paper based
scheme. The outcome of the benchmarking stage will be used to
develop local conventions and determine the final processes to be
followed which will be incorporated into a final procedures document.

4. Communications

Employees

• All employees will be invited to introductory briefing sessions about the

process
• The Council will issue an ‘Employee Guide’ to Job Evaluation
• All employees will be made aware of the various jobs and
responsibilities within the process and the support available
• Regular updates will appear in the Single Status Newsletter.
• Information will be accessible via the Single Status page of the
Council’s Intranet.

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 Managers

• In addition to the above, Managers will receive training and support to

enable them to produce new job descriptions and job information
required for the Job Evaluation process.

5. Panel Membership

Joint panels will consist of two management and two Trade Union
representatives. The Panels will be advised by a technical advisor to
answer questions on the application of the scheme, assist in resolving
any disagreement, and ensure fairness and consistency.

6. Data Collection and Evaluation

The Council will use a paper based version of the Job Evaluation
scheme.

Post holders and Line Managers will need to prepare and agree an
updated job description, organisation chart and a completed Job
Evaluation questionnaire. Advice will be available from an appropriate
Technical Advisor. Panels will evaluate paper based submissions and
will not require the attendance of either the job holder or the Manager
at the evaluation.

The following sections are for information only at this stage as they
relate to the full Pay and Grading review and are not applicable to the
Benchmarking Stage.

NOTIFICATION OF OUTCOMES

A. At the conclusion of the Job Evaluation exercise, all employees will be

informed of the following points:

• Dates of the new pay and grading structure

• The evaluated salary grade for their own job
• Their individual salary point in the salary range
• Relevant salary protection arrangements where applicable
• Confirmation of the implementation date

B. Employees will be advised that notification of this information in writing

will be regarded as the formal notification of a collectively agreed
variation in their terms and conditions of service.

APPEALS

C. A jointly agreed draft Appeals Procedure is attached as Appendix 4

and will form the procedure by which an employee who wishes to
Appeal against the new grading of their post may do so.

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PAY PROTECTION

D. Protection arrangements agreed for those employees whose Post is

downgraded as a result of the implementation of the new Pay and
Grading structure will be as follows:

• From 1st April 2007 to 31st March 2010; salary frozen at the level as
applicable at 1st April 2007

• Any outstanding increments that may have been awarded under the
superseded pay and grading structure will not be protected and
therefore will not be applied

• Any cost of living increase for 2008/09 and 2009/10 will not be applied

• Protected salaries will be frozen until 31st March 2010 when the
employee will be paid in accordance with the appropriate point of the
new grade unless the frozen salary figure reaches this point before the
end of the protection period

• Where staff operate under a Bonus Scheme, the actual Bonus earnt
during 2006 / 07 will be protected for three years until 31st March 2010
Sickness absence will not count for these purposes unless the absence
is covered by a medical certificate.

MARKET FORCES SUPPLEMENT

E. In the event of the outcome of the Job exercise resulting in the

remuneration for any post being not at a level at which it proves, after
external advertisement to be impossible to fill because it is below the
market rate for that post then the Council, after consultation with the
appropriate Trade Union and in accordance with the attached Protocol,
may add a Market Factor supplement to that Post.

A procedure to deal with this matter is attached at Appendix 5.

JOB EVALUATION- THE BASIS FOR THE FUTURE

F. The agreed Job Evaluation procedure and supporting principles shall

apply in future to establish the grades of any post arising out of, for
example, Management Restructuring, New Established posts, requests
from either Managers or individuals for posts to be re-evaluated.

In case of the latter, agreement in principle must be sought from the

Council’s Strategic Management Team for an evaluation to proceed.