1. I am in a specialist role and would like my post to be evaluated individually?
Many staff carry out specialist functions some of which are replicated in other parts of the Authority. However where specifically identified unique roles are carried out by individuals these posts will be evaluated separately.
2. Do employees have the right to make representations?
Yes – we are currently discussing with management how this will be best achieved, however all staff will have the opportunity to confirm their duties and responsibilities as part of the process.
3. Will employees be interviewed?
Following the benchmark phase, the main method of evaluating jobs will be the completion of the Job Evaluation Questionnaire. In some circumstances individuals may be asked to participate in an interview with job analyst but it is not anticipated most job holders will be interviewed.
4. How will levels of responsibility be addressed?
These will be addressed using the agreed factors under the job evaluation schemes.
5. Will there be back pay?
It has not been determined to date that any grades are currently incorrectly applied. There is the potential for grades to go either up or down. Accordingly this would only become a matter for further negotiation should this be found to be the case.
6. What happens to personal regrading claims before or after the JE exercise?
All regarding new claims have been shelved until after the JE process has been completed. Those already in the system prior to July 2005 will however be dealt with in the normal way.
7. The statement from UNISON concerning JE refers to all grades up to scale point 49 being included, presumably they have forgotten about the additional points on the scale here in Lancashire i.e. 50 – 54?
All posts within the County Council will be evaluated. It has been agreed that the National NJC (“Green Book”) Scheme be adopted for all posts below Scale Point 54 and posts above that will be evaluated using the “HAY” scheme which has already been in place for a number of years i.e. from Lower Special to Chief Officers.
8. Will there be an “Appeals Process”?
Yes - staff will be asked to confirm that they agree their job information as produced by the job analyst. If staff disagree and consider this report does not represent their job they will have a right of appeal. Joint discussions are ongoing about the details of this appeals process and further information will be publicised once a final agreement has been reached.
9. What will happen if posts are “down-graded”?
Following a ruling in the Court Of Appeal, the situation on pay protection has changed. We are awaiting further legal advise as to how this may effect members following the completion of Job Evaluation.
10. Is it a case that LCC have a great opportunity under a convenient banner of “Job Evaluation” to be able to reduce lots of grades and save some money?
It is not a money saving exercise but an exercise that the authority has been expected to undertake by Central Government and one which is commended by the Equal Opportunities Commission to all (particularly large) employers. It is also part of the National Agreement on Pay from 2004.