At the outset of the Job Evaluation project there was considerable discussion about which of several Job Evaluation schemes available should be used in Lancashire. An agreement was reached that all posts covered by the Green book (IE up to SCP54) would be evaluated using the NJC Job Evaluation scheme. This is the scheme that has been developed especially for workers in local government and therefore is most accurate in reflecting the skills profiles for these jobs. Posts above SCP49 would also be evaluated using the Hay Job Evaluation Scheme and the most positive result used.
In May 2008, elected members agreed the use of the Hay Evaluation scheme for posts to include posts that are first line managerial and professional. For posts that are public service focused, the NJC Scheme will continue to be used.
Unison’s view is that the NJC scheme is a nationally agreed, equality proofed scheme which has been developed specially for use in Local Government. As such it is best suited to reflect the broad range of skills, experience and knowledge needed by job holders. In Lancashire we already have evidence that the NJC scheme can accurately measure posts at managerial level.
The branch will be consulting with members by a ballot to decide on the nature of our future participation in the Equal Pay Review following this change to our agreement. Ballot papers should be mailed to members by the end of June 2008.
Evaluation of the sample of jobs identified last year to be included in a benchmark is nearly complete and the process of Quality Checking these posts is now on-going.
Benchmark jobs are taken from all sections of LCC and from schools and subject to the full range of evaluation procedures to establish a robust portfolio of posts which will be used to inform subsequent analysis. Initially over 150 posts were identified but the final benchmark list will be about 90 posts.
After many months of discussions, Job Evaluation finally began in a number of primary and secondary schools. An open invitation had been extended to head teachers to volunteer their school to participate in the Evaluation process. A relatively small number of schools volunteered and although a wide range of support staff Job Types are being included in this phase, Unison have requested that a thorough review be completed to ensure that all support roles are evaluated properly.
Before Job Evaluation can be undertaken for the range of administrative type posts, the authority are proposing a review of roles at various grades with a view to preparing a number of common job profiles. The profiles will be prepared with the co-operation of a sample of staff who will have the opportunity to comment on draft profiles and comment on the appropriateness of them to their current range of duties. When these profiles have been finalised, staff will be assimilated to the most appropriate one by managers.
The process of undertaking Job Evaluation has changed considerably since the work began on the Equal Pay Review in 2005. To give stewards the latest information and advice on supporting members as the project moves into its final phase, a number of training events have been organised by the branch. Led by Unison’s representatives on the Equal Pay Review team the half-day session looks at how the project is being delivered in Lancashire, advice on attending briefing sessions and vital information about the Overview report stage.
Stewards who haven’t attended sessions already will be receiving information about planned meetings or call the branch office for more details.
(08/03/08) UNISON lodged its 40,000th equal pay claim this week, as 300 women members found out the union has won payouts for them of up to £35,000 each.
The compensation follows UNISON's successful equal pay case on their behalf. It is on average 50% higher than the settlements achieved by no win, no fee lawyers.
"I am delighted that UNISON has been successful in achieving pay justice for this group of low paid women workers," said general secretary Dave Prentis.
The union provides free legal advice and aid on equal pay to all members.
It submitted the claim against Kirklees Council in 2006. The women, who worked in traditionally female jobs such as home carers, kitchen assistants and cleaners, were excluded from bonuses awarded to men working in comparable roles at Kirklees, such as gardeners and refuse collectors.
Mr Prentis said the union was working hard to deliver equal pay through collective bargaining and negotiation.
However, he warned: "We will not shy away from litigation if necessary - just this week UNISON lodged its 40,000th equal pay claim.
"This is a massive body of work for the union but equal pay is not a take it or leave it option; it is the law of the land and we will fight to enforce it."
Sue Townend, 51, has worked for Kirklees Council for 22 years as a homecare assistant. She was originally offered just £7,000 to settle her claim but is due to get more than £20,000 in compensation.
She said she was satisfied with her settlement and grateful to UNISON, adding: "I would urge all women in the same situation to go to their trade union and not line the pockets of no win, no fee solicitors."
Christine Howarth, a home care assistant for 31 years is also due more than £20,000. She said: "The union has worked very hard on my behalf. It has taken time but the outcome has been well worth the wait."
Dion Baugh
Regional Equalities Officer