Modernising prison service pay systems richard earl 4 th december 2007
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Modernising Prison Service pay systems Richard Earl 4 th December 2007. Background. Equate development in mid to late 1990s and Phase 1 implementation in 2000 Unimplemented Equate the basis of litigation supported by PCS Phase 2 abandoned in 2002

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Modernising Prison Service pay systems Richard Earl 4 th December 2007

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Modernising prison service pay systems richard earl 4 th december 2007

Modernising Prison Service pay systemsRichard Earl4th December 2007


Background

Background

  • Equate development in mid to late 1990s and Phase 1 implementation in 2000

  • Unimplemented Equate the basis of litigation supported by PCS

  • Phase 2 abandoned in 2002

  • HMPS Management Board approved the development of a new JES in 2005


Equal pay

Equal Pay

  • Benchmark evaluations conducted using Equate were used as the basis for equal pay claims with (mainly) female admin staff comparing themselves with (mainly) male prison officers

  • Litigation begun in 1999 included ‘rated as equivalent’ and ‘equal value’ claims

  • Equal value claims subjected to evaluations by an independent expert as well as partisan experts

  • No consensus reached on the overall outcome of the evaluations


Equal pay1

Equal Pay

  • Bailey v HMPS eventually settled out of tribunal in February 2006

  • A new pay scale was applied for (mainly) admin grades from April 2006 costing £8m approx together with lump sums amounting to around £35m

  • In September 2006, a claim was issued by Laytons solicitors, acting on a conditional fee arrangement, on behalf of 1600 staff

  • Settlement agreed with Laytons in February 2007, broadly in line with the parameters of Bailey

  • HMPS now extending the deal to the remaining 3000 staff who have not brought claims but potentially might do so


Further equal pay claims and age discrimination claims

Further Equal Pay claims and Age Discrimination claims

  • Equal pay claims based on the length of pay scales supported by Prospect

  • Age Discrimination claims based on scale length supported by PCS. Eleven test cases received so far.

  • Equal pay grievances received from a number of psychologists comparing themselves with prison officers


Development of a new jes profile

Development of a new JES - Profile

  • In 2005, HMPS Management Board commissioned a new, universal JES for all grades except NHS and SCS

  • Detailed work followed settlement of Bailey litigation. Cornwell Management Consultants assisted

  • Analytical, factor-based scheme developed. Refinements made after around 900 evaluations.

  • Scheme currently in final consultation with trade unions


Development of new jes profile

Development of new JES - Profile

  • Advisory Group used throughout to test ideas and thinking

  • Two independent reviews conducted on the JES itself and its application

  • Trade unions have adopted different approaches


Issues and challenges in je development

Issues and challenges in JE development

  • Equality Review

  • Relevant factors

  • Weighting

  • Use of half-levels

  • Role profile approach

  • Equal Pay vulnerability introduced by the JES itself


Moving to a new pay and grading system

Moving to a new pay and grading system

  • Market survey

  • Contribution Management

  • Funding constraints

  • Workforce Modernisation

  • Red and Green circling

  • Impact Assessments conducted, including a full Equal Pay Review


Next steps

Next Steps

  • Finalise the JES

  • Paybill modelling to examine the cost of different pay & grading options

  • Contribution Management proposals

  • Establishment restructuring

  • Negotiations with trade unions

  • Roll out – early implementers?


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