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IT News Thread, Job Evaluation - Staff face up to £14k paycuts in Other News; Originally Posted by torledo if your not happy, there's an appeals process. No if you're not happy your job no ...
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    somabc's Avatar
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    Quote Originally Posted by torledo View Post
    if your not happy, there's an appeals process.
    No if you're not happy your job no longer exists. They are terminating everyone's job if they do not agree. No appeals process.

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    Many LAs have tried to employ a 'points' based system for evaluating jobs and creating job profiles by assigning points to things like budget responsibility, people responsibility, skills, etc etc.

    Staff are then graded according to their roles & responsibilities on a best fit basis to a job profile. The theory is that they interview a number of post holders in a particular role to establish a job profile. In many cases however the number of people interviewed is very small.... often just one.

    A major problem exists with this strategy for school based staff; you only have to look at the numerous threads that exist on Edugeek where people are discussing the role of technicians, network managers not to mention the dozen or so other roles carried out by support staff. Many of us on Edugeek know our roles in our own school are completely different from similarly 'titled' colleagues at other schools, even within the same LA. Unfortunately the people in HR making the decisions don't, so you end up with people in the wrong pigeon hole.

    As Torledo says, there is a right of appeal, but only on the grounds that the role you perform carries greater responsibility than the one you have been slotted into.

    I know of one case where a support worker in a school appealed, had the appeal rejected, and she was reduced a grade further. In that case the school re-employed her in a new role with greater 'responsibility' so she maintained the same salary she was earning prior to Job Evaluation.

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    Quote Originally Posted by somabc View Post
    No if you're not happy your job no longer exists. They are terminating everyone's job if they do not agree. No appeals process.
    the same process of reoffering of jobs has happened in atleast one other authority. Not accepting the new contract did not result in dismissal from what i recall. And i'd be doubtful if the same outcome arises here. The respective unions would advise their members about this.

    As far as i'm aware you have the right of appeal in such regrading exercises irrespective of whether the unions and authority come to an agreement. Infact the unions should indicate to members what the union stance is as far as what they advice their members to do re acceptance of new contracts and implications

    Whereabouts in the process you are allowed to appeal i can't recall, but the right of appeal should be there.

    Are you seriously saying there's no right of appeal anywhere in the process....if so, indicate a source where it says as such ?

    I suspect your taking this at face value, and that this process is not dissimilar to where it's played out elsewhere. Plenty of sabre rattling between authority and unions, 'deadlines' from authorities to accept this or that. Much of it is the authority trying to get a move on with a process that will inevitably lumber on, and if your one of those who don't want to lose 14k in salary you better make damn sure you don't keel over to the 'accept or else' stance which is quite hollow seeing as no agreement has been reached.
    Last edited by torledo; 26th June 2009 at 01:31 PM.

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    Quote Originally Posted by broc View Post
    Many LAs have tried to employ a 'points' based system for evaluating jobs and creating job profiles by assigning points to things like budget responsibility, people responsibility, skills, etc etc.

    Staff are then graded according to their roles & responsibilities on a best fit basis to a job profile. The theory is that they interview a number of post holders in a particular role to establish a job profile. In many cases however the number of people interviewed is very small.... often just one.

    A major problem exists with this strategy for school based staff; you only have to look at the numerous threads that exist on Edugeek where people are discussing the role of technicians, network managers not to mention the dozen or so other roles carried out by support staff. Many of us on Edugeek know our roles in our own school are completely different from similarly 'titled' colleagues at other schools, even within the same LA. Unfortunately the people in HR making the decisions don't, so you end up with people in the wrong pigeon hole.

    As Torledo says, there is a right of appeal, but only on the grounds that the role you perform carries greater responsibility than the one you have been slotted into.

    I know of one case where a support worker in a school appealed, had the appeal rejected, and she was reduced a grade further. In that case the school re-employed her in a new role with greater 'responsibility' so she maintained the same salary she was earning prior to Job Evaluation.
    most schools seem to want to be outside of the whole single status/job evaluation scheme, but they'll have to be included into the process rather than get special measures or exceptions, exceptions exist in the system anyway [see paragraph 2]....
    support staff will go through the same process as authority staff except the schools will be done afterward and the process lumbers on.

    As you'll know broc, there is a process for requesting of a individual job evaluation because one's job doesn't fit into a generic job role as identified by JE...they'll send out a questionnaire and it's filled in with the line manager. This is one way to avoid being regraded based on being lumped in with other technicians or manahgers doing a fundamentally different role.

    As for the appeals process, again from what i recall the success rate was impressively high in atleast one authority. Let's face it, the majority [a high percentage when all is said and done] who stick or move up slightly probably won't appeal as they are not losing out, those who do lose out will take to appeal many of those will win and be regraded in line with where they are currently.....i'd be interested to know after all negotiations, agreements, processes and appeals how many actually do end up worse off after the respective authority caves in.

    This isn't even a PRP process and it shouldn't be used as an excuse or have validity as an exercise in reducing salaries....you can't do that in PRP anyway i don't think. They should use natural wastage to get rid of roles they don't/can't continue to pay for..... Having significant numbers of losers in this process just creates a rod for the authorities own back.

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