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Herefordshire Council has reiterated its commitment to a fair pay structure following the announcement of the outcome of Job Evaluation last week.
The Council undertook Job Evaluation as a joint process with the full support and involvement of trades unions.
Whilst the authority would have preferred to use a scheme, called “Hay,” for all posts, it compromised and used the trade unions’ preferred scheme (the National Scheme) for jobs currently graded up to about £20,000.
The authority endorses the view expressed by the trades unions that the evaluations under both schemes have been properly carried out.
“Both the Council and the trades unions went into Job Evaluation with their eyes open,” said Cllr June French, Cabinet Member (Human Resources and Corporate Support Services).
“We knew it would lead to change and that that change would be popular with employees receiving an increase and unpopular with those facing a reduction,” added Cllr French.
The proportion of jobs going up, down or staying the same is broadly consistent with the pattern that has emerged within other authorities – both the Council and the trades unions knew this was the likely outcome.
“We’ve always recognised that it would be remarkable if, in an exercise of this size and complexity, we got everything right in all details. Together with the trades unions, we have set up joint processes to deal with appeals from staff.
“We recognised the need to re-look at a number of evaluations even before the results were published and are still committed to this joint process,” said Cllr French.
Protection for staff takes two forms:
· Pay protection for four years, which will give the Council time to use its position as a large employer to correct apparent anomalies or find suitable alternative posts
· There is a continued commitment to support training opportunities over the protection period with a view to re-deploying wherever possible. As part of this, no jobs will be advertised without consideration being first given to appropriately qualified staff already working for the Council
“Whatever the outcome of the ballot of trades union members, ‘Yes’ or ‘No,’ both the Council as employer and the trades unions have a responsibility to find a solution to what is a local and national issue.
“This has not proved easy anywhere, so far, and Herefordshire is no exception,” added Cllr French.
Council reaffirms commitment to fair pay structure
Herefordshire Council has reiterated its commitment to a fair pay structure following the announcement of the outcome of Job Evaluation last week.
The Council undertook Job Evaluation as a joint process with the full support and involvement of trades unions.
Whilst the authority would have preferred to use a scheme, called “Hay,” for all posts, it compromised and used the trade unions’ preferred scheme (the National Scheme) for jobs currently graded up to about £20,000.
The authority endorses the view expressed by the trades unions that the evaluations under both schemes have been properly carried out.
“Both the Council and the trades unions went into Job Evaluation with their eyes open,” said Cllr June French, Cabinet Member (Human Resources and Corporate Support Services).
“We knew it would lead to change and that that change would be popular with employees receiving an increase and unpopular with those facing a reduction,” added Cllr French.
The proportion of jobs going up, down or staying the same is broadly consistent with the pattern that has emerged within other authorities – both the Council and the trades unions knew this was the likely outcome.
“We’ve always recognised that it would be remarkable if, in an exercise of this size and complexity, we got everything right in all details. Together with the trades unions, we have set up joint processes to deal with appeals from staff.
“We recognised the need to re-look at a number of evaluations even before the results were published and are still committed to this joint process,” said Cllr French.
Protection for staff takes two forms:
· Pay protection for four years, which will give the Council time to use its position as a large employer to correct apparent anomalies or find suitable alternative posts
· There is a continued commitment to support training opportunities over the protection period with a view to re-deploying wherever possible. As part of this, no jobs will be advertised without consideration being first given to appropriately qualified staff already working for the Council
“Whatever the outcome of the ballot of trades union members, ‘Yes’ or ‘No,’ both the Council as employer and the trades unions have a responsibility to find a solution to what is a local and national issue.
“This has not proved easy anywhere, so far, and Herefordshire is no exception,” added Cllr French.