SINGLE STATUS

The Project can be split into a number of stages as listed below.

Design of Job Family architecture (Dec 2006/Jan 2007) Two interactive workshops will be held, the first one to identify the nature and scope of jobs in the Council, followed by a second to define the families in more detail, including the anticipated number of working levels and core content. The Trades Unions are invited to participate in these workshops.

Design of Competency framework (Dec 2006/Jan 2007) Competencies will be designed by Consultants based on a comprehensive and proven set of competencies using a library of pre-existing definitions and indicators. The Trades Unions would have the opportunity to comment on the outcomes along with the Corporate Management Team.

Development of Role Profiles (Jan/Feb/March/April/May 2007) Role profiles for each Job Family would be developed through a process of participative workshops with representative job holders undertaking work of that type.  These workshops would identify levels and accountabilities as well as person specification and competency elements. The Trades Unions are invited to participate in these workshops.

Job Evaluation (Feb/March/April/May 2007) Consultants would train panel member in job evaluation and facilitate job evaluation panels. The Trades Unions are invited to undergo the training and participate in the evaluations (with two Trade Union members on each of the panels.)

Allocation to Role Profiles (May/June/July/August 2007) Managers will be trained in the allocation process and, supported by HR, will undertake allocation. The Trades Unions are invited to undergo training to enable them to understand the process.

Design of Pay and Grading structure (Feb/March/April/May/June/July/August/September 2007) This aspect of the project will be undertaken by the Consultants in partnership with HR and in consultation with the Corporate Management Team.  A separate forum will be set up to undertake formal negotiations once a proposed pay and grading structure has been developed.

Terms and Conditions (Negotiations closed February 2008) A separate work stream will be undertaken out with the main project to review terms and conditions of service.  It is proposed that a working group is set up to undertake this work, consisting of at least one representative from each of the following.  HR, Trades Unions,  Payroll - advisory, HR Systems Team – advisory, Departmental representatives may join the group as and when required to explain current practices and explore potential for change. SBC intend to put a proposal package(s) to Trade Unions in October to begin Formal Negotiations.

Equality Impact Assessment (June 2007 Until Implementation) SBC have employed an Independent Equality Impact Assessor, with input from Trade Unions on the choice of Assessor. Each Trade Union will have the Package Equality Impact Assessed prior to a Final Package going to a Ballot. When the Package is cleared and agreed to be Equality Proof and Fair by our Legal Teams, UNISON will be in a position to Ballot our Members.

The Ballot (July/August 2008) A Full and Final Offer is now available to be Balloted on. The Single Status Package will mean different things to different Groups of Members. We believe that many of our Members will be better off under Single Status. However, not all our Members will see a benefit. UNISON sent out Ballot Papers on 15th July 2008. UNISON Ballot Result, 60% of our Ballot Returns rejected the package.

Imposition (September 2008) A Collective Agreement can not be signed due to UNISON Members rejecting the Single Status Package. Scottish Borders Council are dismissing and offering re-engagement to Staff who have not volunteered to sign the new contracts of Employment. This offer of a new contract runs for 90 days. Staff who attend work on the 91st day are deemed to have accepted this offer as are Staff who signed the new contracts.

Single Status Implementation (24th November 2008)

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