RESOURCES OVERVIEW GROUP
13 APRIL 2004
REPORT OF THE HEAD OF PERSONNEL AND TRAINING SERVICES
ON JOB EVALUATION
1.0
PURPOSE AND POLICY CONTEXT
This report updates information on arrangements relating to job evaluation.
2.0
RECOMMENDATION
That the Resources Overview Group note the current position.
3.0
CURRENT POSITION
3.1
The Resources Overview Group Committee received a report at its meeting
on 2 October 2003.
This set out the background to job evaluation
consideration insofar as the Council is concerned.
3.2
Since the last meeting data has been collected from a benchmarking exercise.
A ‘sore thumbing’ exercise is being undertaken by Union and Council officers
trained in job evaluation to ensure data held is valid.
3.3
A visit to Somerset County Council has taken place where valuable
information was obtained that should assist the implementation of job
evaluation arrangements.
3.4
Computer software has been ordered that enables pay modelling and
determination of job evaluation scheme points to pay. This will also enable
the costing of job evaluation and assist with determination of how detailed
phasing arrangements may be applied.
3.5
The vacancy clearance panel have given authority to an APT1 graded officer
(up to £17,442) appointed on a temporary basis to assist with job evaluation.
Recruitment arrangements are currently taking place.
3.6
Further trade union consideration is expected as soon as the ‘sore thumbing’
exercise has been undertaken.
3.7
The 2004/05 budget has enabled progress to be made on job evaluation this
year.
3.8
The National Pay negotiations for 2004 are expected to involve a National
Conditions of Service requirement for authorities to carry out an equal pay
audit. The National Employers are recommending local authorities to
progress with job evaluation taking account of equal pay principles and the
potential for equal pay claims.
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3.9
An equal pay audit can involve different considerations to job evaluation.
Bournemouth Council recently undertook an equal pay audit with consultancy
support. Information arising from that audit has been shared between officers
to assist any equal pay audit arrangements that may be appropriate arising
from the National Pay Award once detailed arrangements are finalised.
3.10 The Council has been represented on a South West Network Group that is
applying the Greater London Provincial Council Job Evaluation Scheme. This
provides a valuable networking opportunity with other authorities in the region
that are managing job evaluation.
3.11 A further report will be submitted to the next meeting of the Resources
Overview Group.
Colin Hague
Head of Personnel and Training Services
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