Pay & Grading Framework Agreement at UCL
Pay Framework Agreement at UCL
Updates
Updates on the negotiations and implementation will be posted
here at least monthly.
Framework Agreement at UCL
Negotiations on implementing the Pay & Grading Framework began in May
2004. The three unions all have reps seconded to take part in these negotiations
and to work in partnership with UCL to implement the various aspects. The
intention is to implement the Framework from 01 August 2005.
To date, the unions have negotiated the method in which
job evaluation will
be applied, the principles of the Appeals procedure (detail still to be
negotiated) and are negotiating the other aspects. Meetings are held roughly
every two weeks, although the frequency is likely to increase closer to the
implementation date.
Many aspects of the Framework cannot be properly negotiated until Job
Evaluation is complete. This includes the final form of the new grading
structure, details of how red-circling and green-circling will apply to posts
that have been down-graded or up-graded, harmonisation of terms and conditions
and other aspects.
The trade union negotiation team are:
Dave Guppy* (AUT, 100%), Geoff Williams (AUT, 40%), Sean Wallis (AUT, 40%),
Tamsin Piper (Amicus, 100%) and Tom Silverlock (UNISON, 100%)
* includes release for national AUT functions.
Job Evaluation at UCL
for more information see www.ucl.ac.uk/payframework
Who are the Job Evaluation Team?
What help is available?
What is Involved?
Multiple Role Holder posts
The Timetable
UCL is using HERA to evaluate all jobs at UCL. In the initial phase the jobs
of about 3600 support staff are being assessed. Given that there are some jobs done by
more than one person, it is estimated that about 300 different support staff
roles will be assessed.
A further 3600 academic and research posts are being evaluated alongside using
the same job evaluation scheme. They are being treated as multiple role holder
jobs.
Who are the Job Evaluation Team?
The team is composed of the 5 trade union negotiators, 6 staff from Human
Resources, and 23 people nominated by the trade unions and faculties to be role
analysts (these nominees being released 1 or 2 days per month for job scoring).
The Job Evaluation Team also run a helpline for enquiries about the Framework
and job evaluation (pfhelp@ucl.ac.uk, 020
7679 9789)
What help is available?
In addition to the help being provided by the Job Evaluation Team, Amicus
reps will available to advise and help you at all stages of the process from
completing your JDO through to appeals procedures if you are unhappy with your
new grade.
If you require assistance, contact John
O'Brien who will arrange for a rep to contact you.
What is Involved?
The process consists of staff completing a Job Description Outline form (JDO)
which captures the information necessary to allow proper scoring of the job. The
JDOs are then scored by a panel of two trained role analysts (one from Human
resources, the other nominated either by their Faculty or one of the trade
unions). JDOs must be signed off by both the role holder and their line manager.
In some departments, the Head may wish to sign them off as well.
Multiple Role Holder posts
Where more than one person is doing the same job, only one JDO needs to be
submitted to cover all of the staff affected. This can be completed either
jointly by the staff, by their line manager, or by someone designated by their
line manager.
All staff in multiple role holder posts must be able to comment on the JDO
before it is submitted for scoring, and (where reasonable) all should sign it
off.
Academic and Research staff (post-doctoral assistants/fellows) are being treated
as multiple role holder jobs. Nationally developed Role Profiles will be used to
create JDOs for these roles, and a small sample of staff will be asked to
complete JDOs to validate those developed from the Role Profiles.
The Timetable
The job evaluation is expected to last from October 2004 to April/May 2005.
staff will be asked to complete their JDOs from October 2004 to March 2005. This
part of the process has been organised so that each Faculty or Division has been
assigned a month during which they will receive briefings on completion of JDOs
and be asked to complete and return them.
Job scoring panels will begin meeting in November 2004 and it is expected that
this work will continue until April or May 2005.
