JOB RE-EVALUATION POLICY

Transcription

1 JOB RE-EVALUATION POLICY Human Resources This policy is for use with immediate effect and to continue post implementation of Torbay Council s job evaluation scheme. Job Re-evaluation Policy Statement Torbay Council and its recognised Trade Unions have taken great care to ensure that Job Evaluation has been fair, transparent and objective. But we also recognise that post implementation of job evaluation, posts may change substantially over time and there will need to be a process for employees jobs to be re-evaluated within the job evaluation scheme. Provision therefore exists whereby employees, or their managers, may request a re-evaluation of the post if they consider that the level of duties and responsibilities has changed substantially since the grade was originally/last determined by job evaluation. A re-evaluation of posts will also be necessary as part of a re-organisation due to business need. Torbay Council reserves the right to re-evaluate a job or job groups where it feels appropriate. Any such re-evaluations will be agreed through the Single Status Group. The Council s Commitments This policy must be seen in the context of Torbay Council s commitment to meeting its obligations under the Equal Pay Act 1970 and seeks to ensure employees receive equal pay for work of equal value. The Council will maintain the integrity of the job evaluation process through the use of pay controls and the integration of Job evaluation into the recruitment and organisational change processes. Scope of Policy This policy will apply to Council employees and those support staff working within our schools where Torbay Council is the employer. Governing bodies and head teachers of foundation and voluntary aided schools within Torbay will be encouraged to follow these guidelines for their employees. This policy should be read in conjunction with other Human Resources policies and procedures. Page 1 of 5

2 Job Re-evaluation Principles Following the implementation of Job Evaluation and its outcomes, the process going forward will be that employees, or their managers, may request a re-evaluation of the post if they consider that the level of duties and responsibilities has changed substantially since the grade was originally/last determined by job evaluation. A re-evaluation of posts will also be necessary as part of a reorganisation due to business need. The request for re-evaluation must be accompanied by a completed Job Description, Person Specification and Organisation Structure chart. Evaluations may be requested where a post has changed substantially and additional or new tasks or responsibilities have been added to or removed from the post. In the event that a Manager feels there is a substantial reduction in a job, advice must be sought from a HR Advisor. Advice on what constitutes a substantial change can be sought from the JE team. Requests for a re-evaluation can arise through one of the following reasons: 1) Current Job a) An employee recognises that their job has changed and initiates the request for a reevaluation b) The Manager recognises that one or more jobs have changed and initiates the request for a re-evaluation 2) New Job a) Recruitment to a new job requiring a full job evaluation 3) Reorganisation a) Job Change -where there is a department re-organisation involving the re-design of jobs or new jobs being identified. b) The Reporting Structure has been changed Torbay Council s Re-organisation Policy must be followed in all cases where a re-organisation is proposed. In particular, the Change Agenda Template must be completed for consultation and any changes to posts must be re-evaluated under the job evaluation scheme. Re-evaluation will require a review of the job through the job evaluation scheme. As a result of reevaluation, the JE score for the post may go up, down or could stay the same and therefore so could the salary for the post. The date at which any grade and subsequent pay adjustment will take place is the date of submission of the Request for Job Re-evaluation form. An exception to this is where a date at which a step change in job responsibilities can be identified and evidenced. Page 2 of 5

3 The Re-evaluation Process 1. An employee initiates a request to their manager for a re-evaluation of their post. They or must submit a 1.1. Request for Job Re-evaluation Form. The request should set out the grounds that the reevaluation is requested i.e. detail the increased level of responsibility and duties of the post Job Description 1.3. Person Specification 1.4. Job Evaluation Questionnaire 2. A manager initiates the request by recognising that the duties or responsibilities of the postholder have changed over time. They must submit a 2.1. Request for Job Re-evaluation Form 2.2. Job Description 2.3. Person Specification 2.4. Job Evaluation Questionnaire completed by the Employee or 3. A manager initiates the request through proposing a re-organisation of their department and implementing the Re-organisation Policy. They must submit: 3.1. a Change Agenda Template from the Re-organisation Policy 3.2. Job Descriptions for any changed jobs 3.3. Person Specifications for any changed jobs 3.4. Organisation Chart 3.5. Job Evaluation Questionnaires for any changed jobs should be completed and submitted to the JE team once the changes have been established (expected timescale of 3 to 6 months) Following notification of the results, the manager will inform the employee/s of the outcomes as appropriate. It is the responsibility of the manager to ensure that any pay changes are made through the use of the appropriate payroll/hr forms Torbay Council reserves the right to re-evaluate a job or job groups where it feels appropriate. Any such re-evaluations will be agreed through the Single Status Group. Page 3 of 5

4 Support Available My Manager does not support my application. What help is available? It is expected that issues should be resolved informally between employees and their managers. Where all avenues have been exhausted and the issues have not been resolved, a re-evaluation of the post will be undertaken to establish if there has been a substantial change to the post. The JE team may make an initial assessment to establish if a full re-evaluation is required. Where the manager does not support that the application is a true and accurate reflection of the requirements of the job, they should state the reasons why the criteria for re-evaluation has not been met. This will be taken into consideration by the JE team who may require further clarification of the points raised. Trade Union members can also seek advice from their Union Representative. What constitutes a substantial change? Not all changes to a job will warrant a change in grade through the JE scheme. Advice on what constitutes a substantial change should be sought from a member of the JE team. I feel there has been a substantial reduction in a post. What will this mean? In the event that a manager feels there has been a substantial reduction in a post, advice should be sought from HR. A re-evaluation may result in the salary for the post going down or the post may no longer exist in its current form. A HR Advisor can advise on the implications and possible re-deployment opportunities. Appeal Process An employee who wishes to appeal against the result of their re-evaluation by the JE scheme has the right to appeal. The appeal should be made in writing within 20 working days of the decision and the reasons for the appeal must be stated. Individuals will not be able to attend the appeal to state their case and must therefore ensure that their written submission is comprehensive. The application will be re-evaluated by a member of the JE team not involved with the original reevaluation. In all appeal cases, the decision of the appeal will be final and there will be no further right to appeal. Where a decision is unable to be made on the information provided, clarification may be sought. Page 4 of 5

5 Monitoring of Re-evaluations Monitoring of re-evaluations will be conducted on a quarterly basis by a panel of people trained in the JE scheme to ensure that the process is being applied consistently. Make up of panel: 2 Management members, including at least one member of the JE team to provide technical advice 2 Trade Union Representatives Where appropriate, Governors input may be sought for Schools based appeals Where appropriate, an expert from the relevant JE scheme may be asked to sit on the panel in an advisory capacity. The panel will report their findings to the Workforce Board. History of Policy Changes This guidance was first agreed by members of the Single Status Group in and was submitted to the Torbay JCC and the Children s Services JCC for information. Date Page Details of Change Agreed by: Full Policy Replacement of Re-grading Single Status Group March Policy for immediate use and 2009 post implementation of Job Evaluation This policy will be reviewed in October 2009 and annually thereafter. However, the Council reserves the right to review all pay related policies with the Single Status Group where problems are identified. Page 5 of 5