MI Sheets Database
|Management Information||MI 138/06||Information|
|Date published||LA Contact (Click to send email)||Telephone|
|16/09/06||Bob Hedley||01603 222418|
|To||Headteachers and Chair of Governors in all Norfolk Schools|
|Title||Modern Reward Strategy in all Norfolk Schools.|
|Norfolk Self Review||6. Leadership and Management|
|To be completed by|
Modern Reward Strategy in all Norfolk SchoolsModern Reward Strategy
As you know, the County Council is engaged in an important project to develop modern pay and reward systems which will support our ambitious programme of organisational change and development and ensure fair and transparent pay. It will help us recruit, retain and motivate the people that deliver services and help us meet our aspirations for the future. This will include the introduction of common pay scales and conditions of employment for former APT&C and manual staff by 1st April 2007 and will affect all support staff in Norfolk schools.
As the bodies with statutory management responsibilities for schools, it is critical that all Governing Bodies engage actively in this in order to ensure that we all comply with our legal obligations in relation to Equal Pay.
This is a requirement for all County Council community schools and we strongly recommend that Foundations schools work within the same framework. We will communicate separately with Foundations schools on how we can support them.
Before I go any further, I would like to take this opportunity to refer to a letter you have received recently from the regional GMB officer, Shaun Graham. This is an unfortunate and untimely attempt to meet with staff, including those who are not their members, under the guise of 'Consultation' when in reality this stage of the project has not yet been reached. The letter breaches the spirit of the joint working relationship that has been developed with all the unions concerned in the project and the Head of HR, Anne Gibson is taking the matter up with Mr Graham separately. In the meantime, you should not feel obliged to facilitate his request in any way. Please be assured that there will be comprehensive consultation built in to the project so that all the unions, together with the management side, have the chance to canvass staff views when a firm proposal is developed. If you have any queries on this issue, please call Bob Hedley on 01603 222418.
A National Pay Agreement in 1997 introduced the concept of "single status" for APT&C and manual staff; and committed all Local Authorities to develop local pay arrangements to cover all their employees in those categories. The main driver behind this was to address the risk that Local Authorities have carried in the potential for costly equal pay claims by low paid women workers.
Norfolk County Council immediately addressed the first phase which brought all staff onto a common 37-hour standard working week.
The second phase of the project is to conduct a review of pay structures, and carry out job evaluation so that jobs can be allocated to the new pay grades on a demonstrably fair basis.
Work is underway to evaluate all jobs, using the Hay job evaluation scheme. Some Headteachers have been involved in the completion of job analysis questionnaires with their support staff. The evaluations are being carried out by Joint Management/Union panels, with a further quality assurance process, also involving Management and Union representatives, who moderate results and ensure consistency across the council's workforce.
What are the costs?
Although experience elsewhere shows that this could lead to higher workforce costs, in Norfolk the County Council is determined that the outcomes must be affordable, support modern ways of working and must be efficient to administer.
Schools are already experienced in "modern ways of working" through "workforce remodelling" and I am aware of the work that Peter Simmonds and his team have done to support schools in redesigning support staff roles.
Another important part of the project is the comprehensive review of pay related conditions of employment. In the schools' context, there will be consultation on and cost analysis of proposals for:
What are the Implications?
The implications for staff are that some will see their pay reduced, for others it will increase, and many will see little or no change. The implications for schools are that all must provide information about their support staff jobs. Once new pay scales are agreed in the County Council must decide where on the new grading structure each and every member of their support staff will be allocated.
The potential cost implications for the County Council and Schools will be determined by negotiation outcomes, so cannot be predicted with certainty but will fall under three headings:
Cost implications for each school will depend on job evaluation results, and grading decisions by each School Governing Body in light of those. Pay structures are now being negotiated, and are planned to be decided around the same time.
How will the Local Authority involve and support schools?
Staff and managers across the County Council have been kept up to date by a launch booklet and newsletters this and further information is available on Esinet. If you have any queries or concerns, please contact Bob Hedley, HR Manager, on 01603 222418.