Unified Reward Project Update: Employee Consultation Session Overview
In a recent employee consultation session led by Andrew Travers, Chief Executive of London Borough of Barnet, and Graeme Lennon, HR Strategic Director, the Unified Reward project was discussed. The session aimed to inform employees about the project's progress, upcoming changes to pay and terms, and encourage feedback through consultation. Unified Reward focuses on fair pay and harmonization of terms to attract and retain skilled staff, without cost-cutting motives. Negotiations with trade unions and staff consultations have shaped the project's direction, with a focus on job evaluations and grading structures. The timeline indicates important milestones, showing a collaborative effort between the council and all employees involved to create a competitive and inclusive work environment.
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Pay review and new terms and conditions Employee Consultation Session Andrew Travers Chief Executive, London Borough of Barnet Graeme Lennon HR Strategic Director February 2016
Aims of this session Brief employees on the Unified Reward proposals, progress so far, the outcome of TU negotiations and detailing next steps Gather feedback on the proposals and inform employees how they can input to the consultation x We will not be discussing individual circumstances x The information given today is subject to change following the outcome of consultation and committee approval
Agenda 1. Welcome and introduction 2. About Unified Reward & progress so far 3. New pay model 4. Terms and conditions review 5. Next steps Unified Reward timeline 6. More information 7. Q&A session
About Unified Reward & progress so far Andrew Travers
What is Unified Reward? The Unified Reward project is; A review and redesign of the pay and grading structure A harmonisation of terms and conditions across the council We want; To be a fair, attractive and competitive employer Spending focussed on current and future need Scope to address emerging skills shortages What Unified Reward is not doing x Unified reward is not a cost saving exercise Unified Reward is being implemented across all council employees including senior managers and support staff in community schools. (Excluding Education and Skills)
Unified Reward Progress so far Negotiations Between Council & Trade Unions focus on job evaluations and pay and grading structure Remuneration Committee Consultations Negotiations Council and Trade Union Consultations with staff start Open between Council & Trade Unions Bottom up review approved October 2014 September 2012 June 2014 November 2014 October 2015 January 2016 February 2016 Start of Review Negotiations Negotiations Close Council and Trade Unions agree Between Council & Trade Unions focus on Job evaluations and pay and grading structure Job sizing and evaluations July 2014 February 2016 October December 2015 Planning changes to CoreHR & Resourcelink
Listening to you Your comments in the Staff Survey told us some things need to change Ensure pay and the Job title reflect the job being done Make pay fair Increase pay for lowest paid workers Link pay to performance Reward those who go the extra mile
New Pay Model Andrew Travers & Graeme Lennon
New Pay Model Key Changes Reducing Grades and complexity The pay model has been reviewed and redesigned to cutting down over 300 pay grades Each grade will have a range of pay allowing the opportunity for progression Introducing a range of pay Base pay has increased to align with other councils and comparable organisations. Increasing base pay
New Pay Model New Pay and Grading Structure Grade Min Max 12 new grades 16,833 17,748 18,381 19,524 20,856 23,334 26,277 28,935 31,986 36,558 43,869 49,451 17,748 18,783 20,193 21,552 23,334 26,277 29,727 31,986 35,655 41,073 48,475 55,384 Grade A Grade B Grade C Grade D Grade E Grade F Grade G Grade H Grade I Grade J Grade K Grade L 7 senior management grades previously implemented Replaces over 300 grades Base pay increased to align with comparable councils
New Pay Model Impacts of the new pay and grading structure Over 90% of employees will receive the same or a higher basic rate of pay following the implementation of Unified Reward As with any review that redefines the pay and grading there are some employees whose salary will reduce Impacts on Base Pay Negative Neutral Positive No. % No. % No. % 174 5.5% 1539 48% 1486 46.5%
New Pay Model Pay Progression & Performance Related Pay Automatic increments have been removed from grades Annual % increase to base pay dependent on performance, to be consolidated into the employees base pay If an employee achieves outstanding for two or more years potential for an additional reward Line manager training on reviewing performance and detailed guidance on ratings coming soon. Rating New Rating Increase Red Amber Green Gold Development Needs Satisfactory Good Outstanding 0% 0.5% 2.25% 3% First increase based on performance in April 2017
New Pay Model Other Pay Awards Barnet Living Wage The Barnet Living Wage is embedded within our pay structure Cost of Living Awards To continue being applied to grades A to L London Weighting To be consolidated into base pay for all staff
New Pay Model Pay Protection Detrimentally impacted employees The current pay protection arrangements apply from contractual notice to a maximum of 12 months depending on continuous service. Protection will be in place for 12 months from the date of implementation for employees detrimentally impacted by Unified Reward. Thereafter 6 month pay protection will be the normal practice
Terms and Conditions Review Andrew Travers & Graeme Lennon
Terms and Conditions Review Annual leave Currently annual leave varies depending on; - Grade - Length of service - Differing terms and conditions Levels of leave vary across the council from 24 36 days Public Sector average 30.25 days All employees will be entitled to 30 days annual leave Current annual leave New annual leave 31 days for leave year 2017/18 then 30 days from 2018 onwards 30 days from April 2017 30 days from April 2017 31-36 days 30 days 24-29 days
Terms and Conditions Review New Sickness Procedure The Council s sickness levels are amongst the highest within London local authorities - we need to change council culture and address this. A revised sickness management approach with new sickness triggers to address short-term sickness. The triggers are not intended to impact those with disabilities, long term illness or life threatening conditions. A trial period of 12 months before possible introduction of salary deductions. Management discretion when enforcing triggers. Trigger 1 2 3 Sickness level Salary Deduction 1 days pay 2 days pay 3 days pay 8 days or 3 occurrences within12 months Another occurrence/absence within 12 months Another occurrence/absence within 12 months
Terms & Conditions Review Working Week, Overtime and Bank Holidays Standard 36 hr working week, Monday Friday, Working day between the hours of 6am 10pm Contractual overtime will cease 48 hours a week max rolling 4 week average Pay will be according to the number of weeks per year employees are required to work Term time only workers will have their pay pro-rated based on the actual number of weeks per year they work
Terms & Conditions Review Working Week, Overtime and Bank Holidays Overtime Type Saturday rate Sunday rate In excess of 36 hrs per week Out of Hrs (22:00-6:00) Bank Holiday Rate x1.25 x 1.5 x1.25 x1.5 x2.0 Percentage 25% 50% 25% 50% 100% Alternative N/A N/A N/A N/A Day off in Lieu Rates above apply to employees on Grades A - F To support service delivery a number of local time off in lieu (TOIL) arrangements are used, these will continue Overtime must be requested and agreed with a manager in advance to ensure enhanced rates are paid
Terms and Conditions Review Car Allowances Current casual and essential car user mileage rates and allowances will stay the same Public sector average 2,500 miles before essential user given New criteria of 2,500 miles per annum before essential car status will be applied This works out as 11 miles per working day These changes will have no impact on parking spaces until the move to Colindale in 2017
Terms & Conditions Review Recruitment and Retention The Council faces challenges recruiting to some key groups of employees 2 schemes for either recruitment or retention Maximum 10% additional pay for each scheme To replace existing Market factor supplement payment
Other changes We are also exploring introducing the following benefits Health and Wellbeing Employee Benefits Scheme 50+ Annual Health Checks Childcare Vouchers 40-49 Bi-Annual Health Checks High Street Discounts Discount Leisure Employee Benefits Scheme Manager Development Development programmes for current managers and aspiring managers Purchase Annual Leave Cycle to Work Lease Cars
Listening to you In the Staff Survey you said: The Unified Reward project has: Undertaken 600 job evaluations covering over 5000 employees Ensure pay and the job title reflect the job being done Compared similar roles across the council and with other councils or organisation Make pay fair Increase pay for lowest paid workers More than 90% of employees will receive a higher or the same basic rate of pay Set ranges that allow for pay progression based on the rating received in the annual performance review Link pay to performance Reward those who go the extra mile Agreed additional rewards for employee s achieving outstanding in their performance review 2 years in a row.
Next Steps Unified Reward Timeline Andrew Travers
Unified Reward - Next Steps Corporate Staff 8 March 2016 21 March 2016 1 October 2016 April 2016 General Functions Committee Unified Reward Implementation Job Evaluation Letter & New Contract Consultation ends 8 March 2016 21 March 2016 May / July 2016 1 April 2017 Schools Staff
Unified Reward - Next Steps Consultation ends During Consultation Opportunity for employees to participate via voting buttons 8 March 2016 Information available in hard copy, on BarnetWork Intranet, on Barnet website Feedback and queries can be directed to dedicated Unified Reward helpline. 8 March 2016 Feedback via your Trade Union
Unified Reward - Next Steps Job Evaluation and New Contract Line Managers will receive documents to give to employees Information will include job title, grading, salary and new terms and conditions April 2016 Employees will have the opportunity to appeal against their job evaluation Employees will be asked to read, sign and return one copy of the new contract within a defined period to confirm their agreement May / July 2016
More information If you want to know more or would like to review the information provided in this session: Barnet Work Home / Barnet Staff Voice / Unified Reward Internet www.barnet.gov.uk/unified-reward Queries In the first instance speak to your Line Manager Unified Reward Helpline T: 0330 606 4444 (option 1) E: barnethrpayroll@capita-services.co.uk Feedback to the Consultation Via your Trade Union Unified Reward Helpline T: 0330 606 4444 (option 1) E: barnethrpayroll@capita-services.co.uk
Q&A Session Andrew Travers and Graeme Lennon
