Request 101004047442

Please provide the following information for the period from 1 January 2021 to the date of this request:

1.Copies of policies, procedures, guidance or governance documents relating to post reviews, job evaluation, job sizing, grading, regrading, job family changes, amendments to duties or responsibilities, and changes to line management responsibilities.

2.Records identifying who is responsible for approving, overseeing and quality assuring job evaluation, grading or sizing processes, including the role of HR, Legal Services, service management, job evaluation panels, moderation groups or any other decision-making forums. Please also provide recorded information on how job evaluation panels are constituted, including panel member selection criteria, the role of services, Trade Unions and employee representatives in panel composition or participation, and the reasons where any of these parties have no role. Please include details of panel meeting frequency, any scheduled meeting cycle, and expected or actual turnaround times from the start of the process to final decision, outcome communication and any review or appeal stage.

3.Information explaining the distinction between job grading and job sizing, including how each is defined, applied, governed, communicated, reviewed or appealed, and how each process is assessed in relation to the Equality Act 2010, including the Public Sector Equality Duty.

4.Records showing when and how recognised Trade Unions are consulted on relevant post changes, job evaluation or job sizing outcomes, regrading exercises, restructures, job family allocation, duties, responsibilities or line management changes. And information in what part TU’s play in the process and what the appeal processes are and what part the TU’s play.

5.Records showing how employees who are not Trade Union members are informed, consulted, invited to make representations, and given access to equivalent information, communication, review or appeal arrangements.

6.Records showing how equality duties, including the Equality Act 2010 and the Public Sector Equality Duty, are considered when posts are reviewed, evaluated, sized, graded, regraded or otherwise changed.

7.Template letters, briefing notes, FAQs, manager guidance, intranet guidance or standard wording used to communicate proposed changes, consultation arrangements, decisions, outcomes, appeal rights or implications for affected employees.

8.Records relating and confirming that your Council is now using the 3rd Edition, 2nd Amendment Job Evaluation Scheme Procedures. If not, can you advise what version you are using and reason why the most recent version is not being used.

9.Does all employees have easy access to the Job Evaluation Scheme Procedure, if yes, how do they access.  If employees do not have easy access, can you advise why.

10.Records relating that your Council apply all the Principles of Job Evaluation outlined under Section 1. If you do not apply all the principles, which ones do you not apply and what are the reasons why they are not part of your Councils process, and, what consultation process did you undertake with TU’s and non-TU employees to strike them out.

11.Records relating to quality assurance, audit, training, access controls, system use or governance of Gauge, Gauge Evaluator or any equivalent job evaluation, grading or sizing system.

12.Where the Council does not use the recognised Gauge system, an explanation of the alternative system or process used; the rationale and justification for not using the recognised Gauge system; copies of all supporting documentation relating to the alternative system or process; recorded evidence of the consultation process, decision-making, agreement or approval supporting that approach; and records explaining how the Council ensures that any alternative system or process is applied in a fair, consistent, transparent and accountable manner.

13.Any anonymised or non-personal records showing how job evaluation, grading, sizing, consultation, equality, governance, quality assurance or appeal arrangements have been applied in practice.