Change in job role and then a re evaluation

MHC

Hi,
My department is beginning a process of restructuring , change in roles and titles and then job re evaluation. At this stage I have been told that I will have some duties taken away, replaced by extra duties and that my title will change only to reflect the extra duties. I will have three full time officers taken from my line of reporting which will be replaced by 2 - 2.5 other staff, which is not confirmed. I have been told that I will most likely go down a grade. My question is how can I ensure that at worst, I end up with at least the highest increment on the lower grade or at best keep my current grade. My work remit is challenging and taking an officer from my team will make it harder to deliver. I am challenging some of the proposals at this stage. Need advice on the way it all happening, feeling a little out of control.

Savvy_Sue

Too much to hope that you're in a union?

You need to be forensic in your arguments: no emotion or "this makes me feel unappreciated / undervalued".

If you can see alternatives then suggest them. Presumably they need to save money. So it's unlikely that 'keep things how they are' will work.

sangie595

You can't ensure anything. There is no law that will prevent the employer from potentially dropping your salary, and depending on the amount of the loss, that may not even be deemed a redundancy situation. These matters are more commonly a matter of policy. It sounds, from your use of language, like you may be public sector or similar. In which case there will be substantial amounts of policy and process. And probably also detailed union involvement and a requirement for union sign off on changes. So you could speak to your union... of course, if you aren't in one your comments will be of little consequence to the employer as they will probably on be concerned with union agreement, not what you think.

MHC

I have recently joined the union, will contact them for advice. Thank you.

nicechap

MHC wrote: »

Hi,
My department is beginning a process of restructuring , change in roles and titles and then job re evaluation. At this stage I have been told that I will have some duties taken away, replaced by extra duties and that my title will change only to reflect the extra duties. I will have three full time officers taken from my line of reporting which will be replaced by 2 - 2.5 other staff, which is not confirmed. I have been told that I will most likely go down a grade. My question is how can I ensure that at worst, I end up with at least the highest increment on the lower grade or at best keep my current grade. My work remit is challenging and taking an officer from my team will make it harder to deliver. I am challenging some of the proposals at this stage. Need advice on the way it all happening, feeling a little out of control.

You may find helpful info here:

http://www.acas.org.uk/media/pdf/r/q/B01_1.pdf

Its amazing the turn of phrase that can change the evaluation of a role. So, do you monitor performance or manage performance, are you responsible for developing strategy or delivering strategy. If you can find out what process the organisation is using for the job evaluation, you may be able to influence the job description development. The reading list in the link above can help with this.

MHC wrote: »

I have recently joined the union, will contact them for advice. Thank you.

Hopefully, before the re-organisation was proposed.

TELLIT01

Possibly more likely than a pay cut is that you won't get any pay increase until the salary band for the lower grade exceeds what you are currently earning.

ohreally

Disregard the job title, it's pretty much meaningless.

What factors of your role are changing?

MHC

Yet to be confirmed, only suggested at this stage.
Line management to be reduced.
Section management to be reallocated to another section
Budget responsibility reduced.

ohreally

Have management made any proposals re your remuneration should the outcome dilute your role (looking distinctly possible). I'd be looking to try and get your salary protected in some capacity (if agreed look to ring fence it), or at the very least some kind of time marking.

What would happen re pension arrangements going forward, I don't know if your in a final salary scheme or not.

MHC

They have indicated that the salary is likely to be downgraded and yes I am on a final salary scheme. I will be taking all these questions into the next meeting, Would I be correct in assuming that there needs to be a written document detailing the new role and definite job description before evaluation can even take place? I am tied into a relocation payback scheme, so it difficult for me to leave if things do not go well, therefore I aim to get the best deal I can out of this process. Everyone on this forum has been very helpful.

ohreally

There cannot be an evaluation exercise without an accurate JD. This JD should be agreed with you beforehand and signed off by yourself and management.

I would strongly advise getting a steward involved in this process.

Is there a union presence on the matching panel or is it comprised of management only?