Even More Bombshells (25/01/15)

Here's another telling extract from the formerly 'secret' report to North Lanarkshire Council's Corporate Management Team (CMT) which I'm still studying, by the way.

So I suspect there's plenty more still to come out. 

Paragraph 3.4

"In the consultant's experience of implementing job evaluation in a number of large organisations, indicative implementation costs at year zero could be expected at around 10% This would equate to approximately £18 million for North Lanarkshire Council" 

But earlier in the report the narrative sets out a much smaller figure.

Paragraph 3.2

"Year zero implementation cost - £6,589,610 (3.39%)"

In other words North Lanarkshire was implementing and new job evaluation scheme (JES) and new local pay structures on the cheap while betraying the interests of thousands of low paid, predominantly female jobs.

I presume this is the same independent consultant who appears not to have been consulted on the Council's cunning plan to reintroduce bonus payments through the back door when assimilating jobs on to the new pay structures - by consolidating bonuses into basic pay (see previous post below dated 18 August 2014).

Now I act as an independent consultant and anyone who knows anything about equal pay could have told North Lanarkshire that this was a crazy thing to do because these bonus payments (paid only to male dominated jobs) were discriminatory under the Council's old pay arrangements which is why there was a 1st wave settlement with many of NLC's employees.

So how could they possibly be legitimate and non-discriminatory under the Council's new pay arrangements?

I could have told North Lanarkshire that free of charge years ago, yet the most senior and highly paid officials in the Council approved a cockamamy scheme which has come back to haunt them all these years later.

As I've said before, no wonder the Council's leadership wanted to keep this whole business under wraps.

Curiouser and Curiouser 2 (18 August 2014)

I wrote recently about the Equality Impact Assessment Impact (EIA) carried out by North Lanarkshire back in 2006, the purpose of which must have been to ensure that the Council's job evaluation scheme (JES) was operating in a non-discriminatory way.

In other words not treating male jobs more favourably than their women colleagues.

Yet that is exactly what appears to have happened in North Lanarkshire, if recent developments at the Employment Tribunal are anything to go by because the Council has been forced to concede that many jobs have been wrongly graded and that the bonus payments of male workers were into account when these jobs were moved over on to new pay structures.

So I was amazed I have to say at the following comments from the EIA report which is marked "Private and Confidential" and is dated 14 March 2006"

"Implementation Strategy"

"While I have not been asked to review the entire implementation proposal I understand that pay equality in the new pay and grading structure is underpinned in the proposed NLC arrangements for:

• assimilation to the new structure
• incremental progression
• improved detriment protection beyond the provisions of the SJC 'single status' agreement
• addressing pay inequality arising from bonus payments to male manual workers"   

Now I'm almost lost for words at complacency involved because what was the point in asking someone independent of the Council to review the impact of the JES and the pay arrangements that flowed from the JES, if that person did not actually complete the job?

If you ask me that is and was a completely crazy state of affairs which is why I've submitted a further FoI request about the EIA's terms of reference which appear to have been set by Iris Wylie, the Council's head of human resources.   
  

Curiouser and Curiouser (4 August 2014)

I've had a response to my FoI request to North Lanarkshire Council regarding the Equality Impact Assessment (EIA) carried out by the Council back in 2006 which makes for very interesting reading, I have to say.

Now all the names of people have been removed from the published document, for reasons that make little sense to me, but as I know who all the key players are already this doesn't present any problems.

Here is what the first two paragraphs say: 

Introduction 

In my role as independent consultant to the COSLA Job Evaluation Consortium and the Scottish Joint Council for Local Government Services I have been asked to undertake an equality impact assessment of the grading and pay structure that North Lanarkshire Council has developed in order to implement the 'single status' agreement with effect from 1 April 2006.

Terms of Reference

With the assistance of the North Lanarkshire Council Job Evaluation Project Team I have undertaken a limited statistical analysis of the outcomes of the job evaluation exercise in accordance with the terms reference set out by the Head of Personnel in her e-mail to (NAME DELETED) of Unison dated 7th March 2006.

Now I will have more to say about the substance of the report in due course because I find its comments about the Council's Implementation Strategy really quite shocking, but first of all I think I'm correct in saying that the person who set the EIA's Terms of Reference back in 2006 (as Head of Personnel) is still in that position all these years later in 2014, albeit the post now has the title of Head of Human Resources. 

Which means it must be none other than my old acquaintance, Iris Wylie, who is the former partner of Unison's regional secretary in Scotland, Mike Kirby.

But what exactly were these Terms of Reference and who is the mysterious Unison person whose name has been deleted by the Council in answering my FoI request?

I think we should be told - so watch this space for further news.