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Following consultation with the trade unions, Cabinet agreed in May 2011 to a final
set of Single Status proposals, which were subsequently presented to the Unions.
The detail of these proposals can be found in the ‘Draft Single Status Collective
Agreement’. This outlines the approach and process the Council will take across
the workforce, to introduce a fair and equal pay grading structure.
What Next?
The Unions will now follow their own consultation arrangements, including
undertaking a ballot of their members, where appropriate, in order to decide
whether to accept or reject the Council’s proposals.
If you are a trade union member you may well be asked to participate in a ballot to
decide whether there should be a collective agreement for Single Status.
The outcomes of the trade union ballot will then be submitted to Full Council. If the
proposals are accepted, Single Status should be able to be implemented as soon as
possible. If the ballots reject the Single Status proposals, the timescale could be
considerably longer due to the additional member decisions, officer work and
process required.
In the current difficult and very challenging economic climate, it is recognised that
some employees may be worried about how the changes affect them individually.
The information below should help most people to have a better idea of their
personal situation.
Job Evaluation Outcomes – all former manual worker roles, jobs on grades 1 to
grade 5, along with some other roles on other grades have been job evaluated as
part of single status. The Job Evaluation Outcomes (both non Schools and Schools)
shows the majority of these roles and the new grades that will apply following
Single Status implementation. Many of roles will either remain at the current salary
level or see an increase.
Key Points:
At this stage the majority of jobs in the Council, especially those above scale 5 are
mainly unaffected by the grading review element of Single Status.
It is not possible to list all of the jobs affected by Single Status but this is a selection of
those jobs that represent large groups of people. If your job is not on the list and you
expected to see it there, please speak to your manager in the first instance.
Key Points:
The payment basis of many of the allowances and enhancements is the employee’s
hourly rate. Although some of the allowances and enhancements rates have reduced,
many staff receiving these have gained through the grading review and will therefore
be paid at a higher hourly rate. So a reduction in the allowance and enhancement rate
doesn’t necessarily mean a reduction in what employees will be paid.