General Chat Thread, Would you reveal your salary details? in General; Well you still might be able to get an idea if someone is very over or under paid but yeh ...
2nd May 2008, 09:36 PM #16
Well you still might be able to get an idea if someone is very over or under paid but yeh it's not really worth much in that sence but then the freedom of information act isn't about snooping on peoples pay.
2nd May 2008, 11:47 PM #17
It's worth a *lot*. Especially in schools IT there is a general misunderstanding of the equal pay act. If an employee of the same LA finds someone who has a similar role and responsibility they are perfectly entitled to make an equal pay claim. usually, the basis of an equal pay claim is sex discrimination, but it could be age, race or disability - on these grounds a tribunal will normally uphold the complaint.
Originally Posted by cookie_monster
LA's do have a lot to worry about when schools appoint people on pay far less than they would be paid in other areas of the council - from the govt's point of view it's another reason why they are trying to outsource (BSF) school IT.I don't see unions making a fuss about this. In the mean time LA's implement simgle status - but we've all seen similar threads where it's just used as a downgrading exercise.
Last edited by CyberNerd; 2nd May 2008 at 11:53 PM.
3rd May 2008, 08:05 AM #18
Single status in practice has by and large been a case pf moving people over to the new scale(s) with little or no deviation in current salary. Where the worrying bit comes is in the fine print of the new contracts and the fact in a lot of cases the top of a persons new band is they're glass ceiling under single status, and moving within and between scales is review related or done at the directorate level in the case of moving up to the next scale.
Originally Posted by CyberNerd
Even a decision directorate level may require the post to be readvertised or the post holder to be reinterviewed, that's the equal opportunities issue.
It's really a game of musical chairs, where pay is not necessarily the issue for most people (as i said most are as you were with a wee bit extra) but the eventual transition to a PRP system which is square holes for round pegs for a lot of jobs where it's difficult to measure performance and adjust salary accordingly. The councils are using single status which is a legal requirement to eventually implement they're own PRP system...single status has nothing to do with PRP but it doesn't stop councils.
ofcourse there are some losers - and those on low pay who've lost out the decisions must be challenged, but by and larges most people are just marginally better off financially. For most the eventual move to PRP and the pay reviews are the big problem.
Schools as we've said before a special case in all of this as pay increases and decisions on salary are made even under single status by the host school.
It is to them evidence of low pay or incorrect job evaluation should be taken.
after all it's they who have the final say.
3rd May 2008, 11:45 AM #19
@ CyberNerd: My point was that it's not worth allot in it's current form as the information isn't detailed enough to serve any purpose (once single status is finished the information should mean more). I can certainly agree that if the information was more relevent then it would be very usefull in the context that you would be using the information for.
This is why schools try to avoid sending job specs to the LA, i've always managed to force the issue and have my position graded by the LA.
LA's do have a lot to worry about when schools appoint people on pay far less than they would be paid in other areas of the council
Last edited by cookie_monster; 3rd May 2008 at 11:48 AM.
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