NLC Update (28/05/15)
In a recent post I wrote about various aspects of re-evaluating various North Lanarkshire Council jobs following criticism of the scores and grades awarded at the long-running Employment Tribunal hearing.
One of the starting points in the whole process is to draw up new Job Descriptions (JDs) so that the duties and responsibilities of every job involved is described accurately and fully, i.e. without leaving anything out.
If you ask me, the good practice way of carrying out this exercise would be to publish a draft of every new Job Description on the internet so that people who are not asked to complete a questionnaire understand the process, can see for themselves what is going on and have the opportunity to comment before anything is finalised.
Another good reason for doing this is that job evaluation is a comparative exercise, so it is important to understand what is happening to other jobs involved in the process and not just your own.
Because it has been known in the past for employers to 'pad-out' certain jobs with extra duties and responsibilities which gives them a leg up when it comes to assessing what scores to award under each (job evaluation) Factor Heading.
So there's nothing to stop people getting together to coordinate this important work given the implications for the NLC workforce and again if every step was published on the internet along the way, people would know what is happening and have the opportunity to comment.
In other words, transparency and consistency go hand in hand when it comes to job evaluation.
North Lanarkshire Update (23/05/15)
Lots of readers have been in touch to ask about the re-evaluation of various jobs in North Lanarkshire Council which has been prompted by the council being forced to concede at the Employment Tribunal that a number of female dominated jobs had not been assessed and graded correctly back in 2006/07.
As part of the equal pay settlement it was agreed by all the parties that the process of carrying out a further job evaluation would be down to the council and the trade unions.
Now that is quite sensible because while Action 4 Equality Scotland (A4ES) has led the fight for equal pay in North Lanarkshire all these years, the council (management and councillors) along with the unions make up the permanent collective bargaining structures in North Lanarkshire.
Part of the agreement is that A4ES will be kept fully informed about what's going on and how the council and the unions intend to tackle the problems that clearly exist within the present grading structure.
Apparently the unions have issued some limited information on the process which says that the following jobs will be subject to further evaluation:
- Playground Supervisors
- School Crossing Patrollers
- Home Support Workers
- Road Sweepers
- Refuse Collectors
- Gardeners at grades 4 and 5
- Chargehand Gardeners at grade 6
Other employees such as Admin & Clerical Workers and Classroom Assistants, for example, may have a case to argue that their jobs and factor scores should be reviewed as well which could be done by bringing a group of such workers together to look in detail at the existing job description and individual factor scores.
Now this would also require a proper look at the male jobs to compare what scores these jobs have been awarded under all the different factor headings to ensure consistency and that jobs are not being treated in isolation.
As I've said before on the blog site what would help this process is maximum transparency and openness which could be achieved by putting all of this information on the Council's web site, for example, where everyone could see what is going on and have the opportunity to comment if they wish.
Over the coming weeks I'll do my best to answer people's questions and requests for information on the blog site, so watch this space.
