Guidance for Governors
Remodelling of the Schools Workforce and Job Evaluation under Single Status
Date Issued: Autumn Term Agenda 2006
Governors are asked to receive and note the report of the Director of Children’s Services.
This report outlines the position at the time of writing, in relation to Remodelling of the Workforce (school support staff). It also seeks to explain the involvement of schools in job evaluation under single status and how progression of the remodelling agenda will assist in significantly reducing the number of posts requiring individual assessment.
Governors are asked to support progression of the remodelling agenda and activity on the grading and pay review with their respective schools.
Contact:Lisa Morgan-Danks
Head of Education Personnel
Tel: 01384 813848
E-mail:
Governing Body Agenda
Report to Governing Bodies on Remodelling of the Schools Workforce and Job Evaluation under Single Status
Purpose
To update governing bodies on the current position in relation to the National Remodelling Agenda and single status in schools.
Background
Governing Bodies will be aware of the extensive work undertaken by Schools under the National Remodelling Agreement that sought to free teachers’ time to concentrate on teaching and learning. The teachers pay reform, through teaching and learning responsibility points, was further in support of this agenda.
In Dudley, a Scheme was introduced in 2005 which included a grading and qualification framework for Classroom Based Support Staff, under the pedagogical strand of the National Agreement and at the time of writing, all but 3 Dudley schools had adopted the framework and assimilated staff to the new framework, with an indication that a further two schools intended to do so.
In the Spring and Summer Terms of 2006, further work took place on agreeing job descriptions under the Administrative and Behavioural strands of the National Agreement. Some twenty six job descriptions were agreed and evaluated under the Council’s job evaluation scheme. Road shows took place in September of 2006 to explain the proposed way forward to staff in these categories, followed by union ballots as to whether the proposed way forward should be accepted. At the time of writing, the outcome of these ballots was unknown.
Job Evaluation under Single Status
Introduced in 1997, the Single Status Agreement was designed to harmonise pay and conditions across a Council for comparable posts. Its main features are:
- Harmonisation of conditions of service
- Standard working week of 37 hours or less
- Grading reviews based on the job evaluation system which ensures equal pay for work of equal value
- Equal status for part-time employees
- Partnership working between management and trade unions.
In addition, Dudley is giving consideration to its pay structures i.e. scales one to six, senior officer and principal officer grades. This may result in minor amendments or a more radical change to the way in which Dudley staff are paid. Options for the future might include consideration of a similar pay spine to that currently enjoyed by Dudley employees with some consolidation of allowances, a move to spot points, longer incremental scales, performance related pay and/or consolidation of allowances. At the time of writing, discussions relating to this were in the very early stages.
Dudley has appointed a consultant, namely, The Reward Partnership, to carry out the evaluation of Dudley posts. The Project is sponsored by JohnMillar, Director of the Urban Environment and there is a Grading and Pay Implementation Team comprising Heads of Personnel and led by TonyMaher, Assistant Director of Finance.
It should be noted that this exercise relates only to those employed on Green Book terms and conditions of employment. This means that most support staff employed by schools will be affected. Teachers, soulbury staff and youth workers are excluded.
Progression on the remodelling agenda is important to the evaluation to be carried out under single status. For example, now that the majority of staff are assimilated to the grading and qualifications framework for classroom based support staff, only five job descriptions need to be evaluated. If we do not achieve assimilation under the remodelling agenda for administrative and behavioural staff, then potentially, every post would require separate evaluation.
The mechanics of single status job evaluation
Employees are placed in groups according to the role that they undertake in school. From this group, one person or a small group are identified to complete a job evaluation questionnaire that is signed off by the line manager and head teacher. Employees are to be allowed time off to complete the questionnaire, along with any support that they may require from their line manager in doing so.
The questionnaire is individually evaluated and where possible, matched against a database held by the Reward Partnership to give a score that in turn provides a grade to be attached to the post. Where matching is not possible, then a representative of the group is called for a job evaluation interview.
Essentially, this provides a rank order of posts across the Council.
By this time there the Council will have identified a number of options in relation to pay structures and pay modelling will need to take place to identify the affordability of each of the options.
Although Unions have been involved throughout the process, pay negotiations will then need to take place.
Timescales
In accordance with the National Agreement, the evaluation exercise is due to be completed in March 2007. However, this may be influenced by the size and scope of the exercise and the success of union negotiations.
Recommendations
That the group notes the content of this report and supports grading and pay activity in their respective schools.
Lisa Morgan-Danks
Head of Education Personnel