This section includes advice for UNISON members on S.C.C. pay and grading appeals process/procedure. And also provides a wealth of information to guide you through the process including Job families / profiles, the new Council terms and conditions, and how your job evaluation score was calculated
GUIDANCE FOR COMPLETING APPEALS FORM
(31.03.10) Stage 2 appeals form guidance –
Members have 4 weeks from their stage 1 appeal meeting to register to go to stage 2 of the process.
At this stage detailed cases are not required; this guidance should assist you with completing the form.
(19.11.09) Guidance for completing Stage 1 Appeals Form - advice originally issued in November 2009 - click here
SHEFFIELD CITY COUNCIL JOB PROFILES
(31.03.10) At the bottom of each job profile is a grid that shows the job evaluation factor level attributed to each of the factors of the GLPC job evaluation scheme for that profile, excluding the 3 job working conditions factors that have been scored independently. Please refer to the scoring grids at the back of the GLPC scheme (word document) to convert the levels identified into scores. It is your overall score that will ultimately determine your future grade.
This document provides brief descriptions for each of the levels available within each factor of the GLPC job evaluation scheme. Tables are available at the end that shows how the levels are converted into points.
(31.02.10) This toolkit includes changes to the original and is the one the council will be using for appeals. Members need to study the family they have been put into to determine if the changes impact on their outcome.
(31.03.10) The council has provided the following lists of the job groups allocated to each of the job profiles and their grade outcome. These lists may not provide a complete picture as some of the grades may differ if the score allocated to a job group for the 3 job working conditions factors increases the overall score for that job group sufficiently to warrant a move them into a higher grade. this information may help you to determine potential comparator groups’
TO WHICH JOB PROFILE WAS YOU JOB ORIGINALLY ALLOCATED?
(13.10.09) The following 3 documents were presented to the trade unions during the pay modelling element of the negotiation process.
The outcomes shown in these documents arise from the decision taken by the Council’s trained managers using the Council’s Job Allocation toolkit.
The Council has made a significant number of amendments to these original job allocations during their ‘moderation’ processes, which has altered the outcome for several thousand employees.
We believe that this information provided and the number of amendments made, clearly demonstrates the flaws in the Council’s processes.
How is it possible that the Council’s trained managers, using the Council’s Job Allocation Toolkit could get so many original allocations wrong?
This is a question you will probably ask, whether or not you get an answer is another question!
THE COUNCIL’S NEW TERMS AND CONDITIONS
Whilst there are some changes to employees previous terms and conditions, thanks to the support and actions of members, UNISON made significant improvements on the Council’s original proposals, called ‘the Sheffield deal’, managing to retain the core national conditions, making improvements in some areas.
COUNCIL'S NEW GRADING STRUCTURE
Click here for more information on the norms and conventions.