SINGLE STATUS UPDATE 3

UNISON has completed its first round of consultative meetings and has a clear mandate from you to reject the proposals into Pay & Grading and Service Conditions and the branch will be issuing further communications in the near future in relation to the Survey Return. There is a closing date of 29th May for this form. We are aware that some members have been given wrong information into returning their surveys by managers. To these managers we are suggesting that they check out their facts and get it right.

UNISON will be taking up the invitation to meet the Policy Development Group on 19th April to discuss matters. We will be pressing for the Council to:

• IMMEDIATELY halt the Job Evaluation Process given the Council's apparent inability to advise its staff on the appeals process, to provide an open and accountable process with a traceable quality control system, albeit we welcome the recent decision to reschedule the date to 29th May.
• IMMEDIATELY enter into positive and constructive negotiations to bring about a fairer Pay & Grading Structure which will look at affordability, commitment and service by staff and equality which the Job Evaluation Process was founded upon.
• IMMEDIATELY enter into negotiations, for which Single Status was devised to bring about a local set of service conditions and not merely to replicate other authorities.

UNISON recognises that Job Evaluation / Single Status is a fact of life within local government and we are prepared to honour our part of the agreement but not to the detriment of our members.

UNISON considers the meeting on 19th April to have a pivotal role within the progress of the issues within an industrial relation context and for future relationships. However in stating this, given the clear mandate from our members, we are currently considering future options which include industrial action or appealing against the process through appropriate channels.

UNISON has recently become aware of the criteria to reach the top of the incremental points within a grade. The criteria is outlined below and we have not altered the wording etc. We did check the SMT (Senior Management Team) Minutes of 13th February and can find no reference to the wording or indeed see any clear, auditable or accountable trace. At this stage we would only comment on the equality proofing of this criteria which we see as non existent. Fairness, reasonable, open to abuse we leave to your thoughts.

"Progression from the 'rate from the job' to the maximum of the pay grade will normally be in recognition of demonstrating, on a continuous basis, one or more of the following:-

Adaptability beyond the requirements of the job/post e.g. responding flexibly to the changing requirements within the section or service.

Willingness and ability to learn beyond the immediate requirements of the job/post.

Resourcefulness beyond that expected of the grade e.g. responding to difficult situations and the use of initiative

(Note:- to be audited on annual/bi-annual Equal Pay audit)

As approved by SMT 13th February 2007."

UNISON over the past few weeks has came under criticism for using the words in relation to the Job Overviews as "apparently been tampered with". At a recent meeting with Council Officials (not elected members) it was indicated to us that there had been a "levelling" exercise as it was believed that "staff had been in collusion with their managers" (not our words) yet there was no specific evidence presented to us to confirm this. We would like to make it clear that we could not and cannot defend the indefensible. In conclusion to this matter, as far as we are concerned, we will let you draw your own conclusions.

UNISON would finally wish to welcome new members, somewhere in the region of 200 and give its assurance of continued support, its continuing updating of information and its assurance that we intend to bring about a fair and reasonable conclusion to the adversity that we currently face together.

Donald Brown. Branch Chairperson.