How do I know whether any of my terms and conditions have been affected by the review?
The booklet issued to you lists the main terms and conditions which have been changed as a result of the Single Status review. If there are any pay elements you previously received which are not listed in the booklet please contact your line manager in the first instance for advice on whether that payment will remain. If your line manager is unable to help please contact the Job Evaluation team for advice.
My job has changed since I was evaluated will this have been taken into account?
Human Resources have worked very closely with your managers during this process to ensure that the data we have is accurate and up to date. Where HR has been informed of the change in your role it should have been taken into account. If, however, you feel that the factor levels do not reflect the job you do, you should raise your concerns with your line manager in the first instance. If your job profile reflects the job you do but you feel the factor levels are incorrect then you may appeal against the grading. If your Job Profile is incorrect then your line manager should send us the most up to date Job Profile for regrading. If there is any increase to the grade this will be back dated to the effective date of the Job Profile. Any Job Profiles submitted after 25th July 2011 will not have been evaluated so your grade / salary will not take any changes supplied after that date into account. A revised evaluation will take place as soon as possible and you will be advised of your new grade / salary. Please note that even if you have a query on a grade or are going to submit an appeal you should still accept the changes to your terms and conditions by 30th September 2011.
The special educational needs allowance is being removed, how will teaching assistants working with SEN pupils be rewarded?
The new salary levels for teaching assistants take into account the working conditions which include factors to reflect the emotional and physical demands of the job as well as the working environment.
What if the new grade for a post is higher than the current grade?
If a member of staff finds that their pay increases as a result of single status, the change to salary will take effect from the implementation date and backdated to 1st April 2011.
How are managers to be involved generally up until implementation?
In supporting staff, answering questions, and by senior managers keeping them informed.
Why haven’t I been asked to complete a Job Evaluation questionnaire?
There are a number of possible reasons for this –
1) that the job falls within a ‘generic’ group. This means that one post has been evaluated and all similar posts have been matched to that evaluation.
2) The post was evaluated before you were appointed to it so someone else has filled in a questionnaire in respect of the post or
3). The post has been evaluated based on the Job Profile.
My manager hasn’t briefed me on my new grade or salary what should I do?
Speak to your line manager or alternatively your departmental communications champion (a list of these are available on the Internet or in your Single Status booklet) and ask to make an appointment to discuss the proposals and how they affect you.
What information was used to evaluate my post?
Jobs were evaluated based on your Job Profile and / or Job Evaluation Questionnaire. If you are unsure whether your Job Profile is up to date please contact your line manager in the first instance as they should be able to confirm which Job Profile was submitted for evaluation. If your Job Profile has changed since the post was evaluated your line manager should submit a revised Job Profile to the evaluation team and the post will be re-evaluated. Any change to the new grade will be back dated to the date of implementation.
I don’t understand how the changes to terms and conditions affect me.
Please speak to your line manager who should be able to explain how these changes will affect you.
If staff work nights do they have the same role profile as a colleague who works the day shift?
If the role is the same then the job profile should be the same.
Will all staff who have the same job profile be paid the same amount?
If Job Profiles are the same then the score and grade of the job will be the same. Actual rates of pay may differ for the following reasons:
Pay is via incremental scales therefore people carrying out the same roles may be paid at different points of the scale.
If enhancements outside of basic pay are received you may be assimilated at a higher point in the scale if you applied for enhanced assimilation (on receipt of a signed COT3).
Any entitlement to additional payments as per the terms and conditions of employment may be applied to the role where the pattern of work reflects this.
What does the term 'green book' staff mean?
The 'green book' is a national agreement on pay and conditions of service for local government services. 'Green book' staff includes administrative, professional, technical, clerical and former manual graded workers. It does not include any staff represented by a separate national negotiating body such as teachers but does include schools based support staff such as teaching assistants.
What is the implementation date for Single Status?
The effective implementation date is 1st April 2011. The date that payroll will change is 1st April 2012.
How do I know whether any of my terms and conditions have been affected by the review?
The booklet issued to you lists the main terms and conditions which have been changed as a result of the Single Status review. If there are any pay elements you previously received which are not listed in the booklet please contact your line manager in the first instance for advice on whether that payment will remain. If your line manager is unable to help please contact the Job Evaluation team for advice.
My job has changed since I was evaluated will this have been taken into account?
Human Resources have worked very closely with your managers during this process to ensure that the data we have is accurate and up to date. Where HR has been informed of the change in your role it should have been taken into account. If, however, you feel that the factor levels do not reflect the job you do, you should raise your concerns with your line manager in the first instance. If your job profile reflects the job you do but you feel the factor levels are incorrect then you may appeal against the grading. If your Job Profile is incorrect then your line manager should send us the most up to date Job Profile for regrading. If there is any increase to the grade this will be back dated to the effective date of the Job Profile. Any Job Profiles submitted after 25th July 2011 will not have been evaluated so your grade / salary will not take any changes supplied after that date into account. A revised evaluation will take place as soon as possible and you will be advised of your new grade / salary. Please note that even if you have a query on a grade or are going to submit an appeal you should still accept the changes to your terms and conditions by 30th September 2011.
The special educational needs allowance is being removed, how will teaching assistants working with SEN pupils be rewarded?
The new salary levels for teaching assistants take into account the working conditions which include factors to reflect the emotional and physical demands of the job as well as the working environment.
What if the new grade for a post is higher than the current grade?
If a member of staff finds that their pay increases as a result of single status, the change to salary will take effect from the implementation date and backdated to 1st April 2011.
How are managers to be involved generally up until implementation?
In supporting staff, answering questions, and by senior managers keeping them informed.
Why haven’t I been asked to complete a Job Evaluation questionnaire?
There are a number of possible reasons for this –
1) that the job falls within a ‘generic’ group. This means that one post has been evaluated and all similar posts have been matched to that evaluation.
2) The post was evaluated before you were appointed to it so someone else has filled in a questionnaire in respect of the post or
3). The post has been evaluated based on the Job Profile.
My manager hasn’t briefed me on my new grade or salary what should I do?
Speak to your line manager or alternatively your departmental communications champion (a list of these are available on the Internet or in your Single Status booklet) and ask to make an appointment to discuss the proposals and how they affect you.
What information was used to evaluate my post?
Jobs were evaluated based on your Job Profile and / or Job Evaluation Questionnaire. If you are unsure whether your Job Profile is up to date please contact your line manager in the first instance as they should be able to confirm which Job Profile was submitted for evaluation. If your Job Profile has changed since the post was evaluated your line manager should submit a revised Job Profile to the evaluation team and the post will be re-evaluated. Any change to the new grade will be back dated to the date of implementation.
I don’t understand how the changes to terms and conditions affect me.
Please speak to your line manager who should be able to explain how these changes will affect you.
If staff work nights do they have the same role profile as a colleague who works the day shift?
If the role is the same then the job profile should be the same.
Will all staff who have the same job profile be paid the same amount?
If Job Profiles are the same then the score and grade of the job will be the same. Actual rates of pay may differ for the following reasons:
Pay is via incremental scales therefore people carrying out the same roles may be paid at different points of the scale.
If enhancements outside of basic pay are received you may be assimilated at a higher point in the scale if you applied for enhanced assimilation (on receipt of a signed COT3).
Any entitlement to additional payments as per the terms and conditions of employment may be applied to the role where the pattern of work reflects this.
What does the term 'green book' staff mean?
The 'green book' is a national agreement on pay and conditions of service for local government services. 'Green book' staff includes administrative, professional, technical, clerical and former manual graded workers. It does not include any staff represented by a separate national negotiating body such as teachers but does include schools based support staff such as teaching assistants.
What is the implementation date for Single Status?
The effective implementation date is 1st April 2011. The date that payroll will change is 1st April 2012.
Is there still a gender pay gap?
Single status has reduced the pay gap between male and female workers in the county council. There is still a pay gap but this is caused by factors outside of single status, for example, a higher number of women working part-time in lower graded roles.
Have travel allowances changed?
Yes, we now have new mileage rates based on Her Majesty's Revenue & Customs (HMRC) rates. For full details see your terms and conditions booklet.
How will I be affected if I am off work on Sick Leave?
Single status will apply and you will be assimilated to a new grade.
I have recently left the Authority / my post. Am I still entitled to receive back pay?
No, payments will only be received for the post the employee is presently working in.
Will I be able to see the job profile that was evaluated?
You should already have a copy of your Job Profile. However, if you can't find it or it has recently changed and you are unsure which has been used please speak to your line manager. Your line manager will be able to confirm the date of the Job Profile that was used. If you need a copy of it, your line manager can obtain a copy from either your Head of Service or your Director.
What is a ‘market forces allowance’?
It is a payment in addition to salary and other benefits for a specific post, or group of posts. Market force allowances are designed to overcome specific recruitment and retention issues (details of the full Market Forces Allowance Policy are available via the intranet). They are used only very occasionally.
Is
there still a gender pay gap?
Single status has reduced the pay gap between male and female workers in the county council. There is still a pay gap but this is caused by factors outside of single status, for example, a higher number of women working part-time in lower graded roles.
Have travel allowances changed?
Yes, we now have new mileage rates based on Her Majesty's Revenue & Customs (HMRC) rates. For full details see your terms and conditions booklet
How will I be affected if I am off work on Sick Leave?
Single status will apply and you will be assimilated to a new grade.
I have recently left the Authority / my post. Am I still entitled to receive back pay?
No, payments will only be received for the post the employee is presently working in.
Will I be able to see the job profile that was evaluated?
You should already have a copy of your Job Profile. However, if you can't find it or it has recently changed and you are unsure which has been used please speak to your line manager. Your line manager will be able to confirm the date of the Job Profile that was used. If you need a copy of it, your line manager can obtain a copy from either your Head of Service or your Director.
What is a ‘market forces allowance’?
It is a payment in addition to salary and other benefits for a specific post, or group of posts. Market force allowances are designed to overcome specific recruitment and retention issues (details of the full Market Forces Allowance Policy are available via the intranet). They are used only very occasionally.
Was the decision based purely on job profiles/descriptions?
The evaluations were based on all information submitted relevant to that post - job profiles and if available the questionnaire.
Concern about re-designated days off – what happens when a day off falls on a Bank Holiday –lieu days are gone
Part time employees and employees working shifts would be entitled to a pro-rata’d bank holiday allowance based on contract hours to be taken at a mutually agreed time in discussion with the line manager. The Bank Holiday entitlement does not attract any enhanced rates. Any employee working on a bank holiday would be paid double time (100% enhancement) as total recompense for all hours worked.
Staff concerned that they have had a recent evaluation July 2010 which saw an increase in grade and current evaluation which saw a decrease. Why has this happened and can they see scores from July 2010 evaluation?
If the query relates to a change of score under the GLPC scheme, as a general observation what the JE team can confirm is that up until the point of the scores being released to staff, there was an ongoing moderation of posts, where scores may have gone up or down depending on information that was provided by Line Managers and Head of Service. If an employee has a concern regarding the levels they have been given, they will need to discuss this with their Line Manager and their Head of Service, with a view to completing an Appeal. There will be no access granted to previous scoring where this had not been confirmed for the post held by the employee.
If the query is in respect of an interim grade that differs from the new grade, the difference will be due to the fact that the old grading system used a different Job Evaluation scheme to the new grading system. The GLPC scheme used to calculate the new grades is an analytical job evaluation scheme especially designed for large public bodies where there are a wide range of jobs. It meets current equalities legislation and is approved by the Trade Unions.
If there are common industrial expectations assumed in the services and therefore not explored or elaborated in the Job Profiles, such as responsibility for using specialist equipment or working in a variable team to enable the job because it is the inherent nature of the job, would this have been picked up without interviews or questionnaires?
Difficult to answer – no assumptions can be made if responsibilities were/were not included in the job profile. Advice would be to look at the job profile evaluated and look at the factor levels awarded – further discussion required with Line Manager
For those staff on senior and principal grades who, because of the nature and expectation of their work, put in regular unpaid extra hours attending evening or weekend meetings, having to see and be seen at events etc. This is not strictly overtime but in the uniform terms and conditions and general ‘flattening’ of differentials will this need for extra commitment be recognised?
The new terms and conditions outline the remuneration for employees who are authorised by their manager to work additional hours.
If a staff member is sometimes rota’d to cover Saturdays, such as to cover leave, be present to supervise an important event etc, but not enough to warrant a % addition to their salary will there be compensation of some kind or will it be single time off in lieu?
8% enhancement will be paid to those employees regularly working weekends (minimum 2 days/shifts in every 4 weeks). If irregular Saturday working is not overtime and yet occasionally included in the shift pattern then no further enhancements will be paid.
Would those on protected salaries pick up enhanced payments for weekend and night time working during the duration of their protection?
For employees whose total pay reduces - An implementation payment will be made (where relevant) equivalent to up to 12 months difference in pay between the assimilated point of the new scale and the pre implementation earnings (basic pay plus pay elements identified in Appendix A – earned in 2010/11). The new assimilated salary and terms and conditions will then apply from 1st April 2012. Therefore the payments made in respect of weekend and night time working will be as specified in the new terms and conditions
TOIL: Has this arrangement ceased? If the normal 37 working week is Monday-Friday, and they are requested to work beyond flexi in the week or additional events on Saturdays/Sundays – is this now treated as overtime?
Employees who are authorised by their manager to work additional hours beyond the 37 hour working week or beyond the contracted working pattern that averages a 37 hour working week (e.g. rota/annualised hours) will be entitled to an overtime rate at time and a half on their basic pay/hourly rate, i.e. 50% enhancement on all overtime hours worked.
Managers should explore all other avenues before granting overtime. Should the employee request TOIL, then the Manager will be required to grant this, based on the actual hours worked – TOIL on time worked. For example if an employee works an additional 8 hours overtime then TOIL will be granted at this rate (i.e. 50% will not be added onto the total of hours)
Clarification on New Pay Structure - Will staff with contracted hours of less than 37 receive the Weekend working payment or must they work 37 hours to receive it?
Part time employees are entitled to the 8% as long as they are rota’d to work 2 weekend day shifts in a period of 4 weeks. Overtime payments apply to hours over 37 per week
Employees on a protected salary continue to pay the same level of pension contributions. Does the employer continue to pay at the higher rate?
Yes, the amount paid in pension contributions is appropriate to the pension banding for pensionable earnings. When a salary changes to a different pension banding the contribution rate would equally be adjusted to the appropriate pension banding.
From when do the 2 days additional Annual Leave become effective bearing in mind that Annual Leave is calculated from birthdays?
For all existing staff, it is likely that agreement will be reached to add the two statutory days to the employee’s annual leave entitlement from April 2012. This would be pro-rata for part time employees.
For all other staff who commence on the Single Status terms and conditions from 1st September 2011, the annual leave would already include the additional two days. Managers and employees will need to be mindful to ensure staff take their leave at appropriate times when services are closed (i.e. existing statutory bank holidays).
Employees annual leave entitlement will need to be re-calculated on a pro rata basis for part year depending on birthday.