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empcttee 060117 Equal pay Audit APPX

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APPENDIX A Equal Pay Audit 2005 Version 1.0 December 2005 Equal Pay Audit Version Control Version Date Issued Distribution/Comments Contents Introduction....................................................................................................3 Scope ..............................................................................................................3 “Like Work”3 Jobs with both male and female occupants..................................................4 Jobs with both male and female occupants with identical service length .....4 “Work Rated as Equivalent” or “Work of Equal Value”..............................4 Jobs with both male and female occupants4 s with identical service length .....4 Bonuses..........................................................................................................4 Summary ........................................................................................................4 Action Plan .....................................................................................................4 Resources ......................................................................................................4 Risk Assessment ...........................................................................................4 What can you do to help? .............................................................................4 Version 1.0 Page 2C:\C drive Transit ...
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Equal Pay Audit 2005
 
 
 
 
 
 
 
 
 
 
 
Version 1.0
December 2005
 
 
APPENDIX A
Equal Pay Audit
Version Control Version Date Issued Distribution/Comments        Contents Introduction .................................................................................................... 3  Scope .............................................................................................................. 3  Like Work .................................................................................................... 3  Jobs with both male and female occupants.................................................. 4  Jobs with both male and female occupants with identical service length ..... 4  Work Rated as Equivalent or Work of Equal Value.............................. 4  Jobs with both male and female occupants.................................................. 4  Jobs with both male and female occupants with identical service length ..... 4  Bonuses.......................................................................................................... 4  Summary ........................................................................................................ 4  Action Plan ..................................................................................................... 4  Resources ...................................................................................................... 4  Risk Assessment ........................................................................................... 4  What can you do to help? ............................................................................. 4  
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Equal Pay Audit
Introduction 1. This Equal Pay Audit compares the pay of men and women in the Council, explains any pay gaps and sets out how any such gaps that cannot be justified on grounds other than sex will be closed.
Scope 2. All items in a pay and benefit package need to be included in an Equal Pay Audit. The items to be considered and whether they are in the scope of this audit are set out below: Item In scope Comment Pay Yes Pension No The Council only has one pension scheme and all staff have access to it. Holiday No The Council only has one holiday scheme and all staff have access to it. There are differences, but these are grade related only. The Council pays no bonuses except in Planning. The Council pays a number of different allowances as set out in its Staff Guide. These could be considered individually, but access to those allowances is based on the individual requirements of each post and none of the requirements are sex related. 3. Women should receive equal pay to men when the work they do is equal work. Equal work is like work, work rated as equivalent or work of equal value. The comparators should be doing equal work as established through one of those comparator mechanisms and must be employed by the Council. 4. All information used in this report is based upon pay records for current staff on 19 December 2005.
Bonuses Allowances
Yes No
Like Work 5. To assess like work a comparison of jobs with similar job titles was carried out. The results for those jobs with both male and female occupants are in the following table.
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Equal Pay Audit
Average Full Time Equivalent (FTE) Salaries £ Female Male %Gap 13671 14757 -7.36% 16473 17251 -4.51% 17798 18561 -4.11% 21564 22281 -3.22% 11526 11771 -2.08% 30816 31154 -1.08% 25500 25688 -0.73%
 Jobs with both male and female occupants Job Title Clerical Assistant Administration Assistant Local Taxation Assistant Trainee Building Control Surveyor Lifeguard Senior Environmental Health Officer Senior Environmental Health Technician Scheme Manager 16259 16293 Benefits Assessor 17921 17925 Accounting Technician 22281 22281 Gallery Steward 11964 11964 Graphics Officer 20886 20886 Helpdesk Assistant 16653 16653 Homelessness Officer 19041 19041 Leisure Attendant 11706 11706 Rents Officer 20886 20886 Swimming Teacher 25500 25500 Technician 18561 18561 Trainee Duty Manager 15915 15915 Duty Manager 19923 19900 Housing Officer 21851 21564 Senior Planning Officer 27792 27407 Version 1.0 C:\C drive Transit Folder\Emp Ctee\empcttee 060117_Equal pay Audit APPX.doc _
-0.21% -0.03% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.11% 1.33% 1.40% Page 4  
Equal Pay Audit
Average Full Time Equivalent oJcocbus pwaitnht sboth male and female (FTE) Salaries £  Job Title Female Male %Gap Fitness and Membership Advisor 16293 15989 1.90% Computer Support Assistant 25500 24720 3.16% Projects Officer 18561 17907 3.65% Team Leader - Leisure 14952 14414 3.74% Team Clerk 16293 15543 4.83% Recycling Operative 13125 12516 4.87% Caretaker 13401 12660 5.86% Corporate Performance Assistant 23007 20244 13.65% 6. So there are 30 jobs with similar job titles that have both male and female occupants. In nine of these the average FTE salary for women is less than that for men and in 11 jobs the opposite applies. 7. What are the reasons for the gaps? The two most obvious areas for further investigation are:  If the jobs being compared are not similar, even though the job titles may be  If the difference in average salary is because of the incremental structure of our grades and higher salaries are being paid because those staff have been employed longer. 8. The table below shows those jobs that have both male and female occupants with identical periods of service with the Council. Jobs with both male and female Average Full Time Equivalent occupants with identical service length  (FTE) Salaries £ Years Job service Female Male %Gap Benefits Assessor 3.00 17907 18561 -3.52% Clerical Assistant 1.00 14265 14562 -2.04% Lifeguard 2.00 11526 11661 -1.16%
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Equal Pay Audit Jobs with both male and female Average Full Time Equivalent occupants with identical service length  (FTE) Salaries £ Years Job service Female Male %Gap Benefits Assessor 0.00 16653 16653 0.00% Leisure Attendant 2.00 11526 11526 0.00% Leisure Attendant 3.00 11796 11796 0.00% Recycling Operative 3.00 13125 13125 0.00% Scheme Manager 6.00 16293 16293 0.00% Senior Planning Officer 3.00 27792 27792 0.00% Trainee Duty Manager 1.00 15915 15915 0.00% Team Leader - Leisure 4.00 14952 14562 2.68% Administration Assistant 4.00 17427 14952 16.55% 9. So for example, we have both male and female Benefits Assessors who have three years service with the Council, but the pay gap is 3.52%. In all, we have five jobs like this that need further investigation. 10.  In the case of the Administration Assistant job, the comparators are in three separate roles, each paid at a different grade i.e. although the job titles are the same the jobs themselves are not.. 11. In all the other cases, the differences can be explained by length of service. The table shows length of employment with the Council, but each of these remaining four jobs includes people who have had other jobs with the Council. There are differences in service length in those particular jobs that explains the apparent pay gap. Work Rated as Equivalent or Work of Equal Value  12. The Council uses a job evaluation system to assess the grades of all staff except the heads of department who form the Corporate Management Team (CMT). The system breaks down each job into seven factors:  Knowledge  Relations with People  Creativity Version 1.0 Page 6  C:\C drive Transit Folder\Emp Ctee\empcttee_060117_Equal pay Audit APPX.doc
Equal Pay Audit  Accountability Impact    Management and Supervision  Initiative and Independent Action 13. In brief, a panel consisting of CMT members (observed by UNISON) gives scores against each factor and the total score obtained determines the grade set for that job. 14. By using a job evaluation scheme, each job with work rated as equivalent and of equal value is given the same grade. The scheme has been in use since 1991 when it was accepted by both the Council and the union that it was gender neutral. This was reconfirmed in 2002 when the Council introduced the results of the single status exercise and it was agreed that the job evaluation scheme would continue to be used. 15. So it should be possible to use an analysis of grades to show whether there are any significant differences between man and women for work of equal value. The table below shows results for those grades with both male and female occupants. Jobs with both male and female occupants  Average Full Time Equivalent (FTE) Salaries £ Grade Female Male %Gap SO01 23115 25334 -8.76% SC01-02 13650 14952 -8.71% SC03-06 21564 22281 -3.22% PO03-06 29963 30738 -2.52% SC04-05 20458 20886 -2.05% PO07-10 33741 34331 -1.72% SC01 12163 12373 -1.70% SC06 22436 22582 -0.65% SC04 18022 18125 -0.57% SC05 20329 20379 -0.25% CMT MT1 60294 60294 0.00% Version 1.0 Page 7  C:\C drive Transit Folder\Emp Ctee\empcttee_060117_Equal pay Audit APPX.doc
Equal Pay Audit Jobs with both male and female occupants  Average Full Time Equivalent (FTE) Salaries £ Grade Female Male %Gap SC02-04 15915 15915 0.00% SC02 14844 14797 0.32% PO11-14 37809 37631 0.47% SC05-06 21743 21564 0.83% SO02 27683 27267 1.53% SC03 16193 15824 2.33% PO19-22 47209 44277 6.62% 16. So we have 18 grades with both male and female staff. all, we have five jobs like this that need further investigation. In 10 of these the average FTE salary for women is less than that for men and in 6 the opposite applies. 17. Once again, the most obvious explanation for the gaps is because of the incremental structure of our grades and higher salaries are being paid because those staff have been employed longer. 18. The table below shows those grades that have both male and female occupants with identical periods of service with the Council. Jobs with both male and female occupants with identical service length   Average Full Time Equivalent (FTE) Salaries £ Grade Years Female Male % Gap Cause of Pay Gap Service PO03-06 0.00 30378 29593 2.65% Individually agreed starting salaries within the grade PO03-06 10.00 29124 30816 -5.49% Service in the grade PO07-10 0.00 32670 34383 -4.98% Individually agreed starting salaries within the grade SC01 1.00 11661 12041 -3.16% Individually agreed starting salaries within Version 1.0 Page 8  C:\C drive Transit Folder\Emp Ctee\empcttee_060117_Equal pay Audit APPX.doc
 Grade
SC01
SC01
SC01
SC01 SC02 SC02 SC02 SC03
SC03 SC03
SC03 SC03 SC03
2.00
3.00
4.00
11526
12239
11964
12112
12212
13030
Equal Pay Audit
Jobs with both male and female occupants with identical service length   Average Full Time Equivalent (FTE) Salaries £ Years Female Male % Gap Cause of Pay Gap Service the grade and service in the grade -4.84% Individually agreed starting salaries within the grade and service in the grade 0.22% Individually agreed starting salaries within the grade and service in the grade -8.18% Individually agreed starting salaries within the grade and service in the grade 8.50% Service in the grade 0.16% Service in the grade 1.68% Service in the grade 1.32% Service in the grade 1.20% Individually agreed starting salaries within the grade 2.76% Service in the grade 1.60% Individually agreed starting salaries within the grade and service in the grade 0.77% Service in the grade -1.79% Service in the grade -0.58% Service in the grade
7.00 1.00 2.00 4.00 0.00
1.00 2.00
3.00 4.00 5.00
13401 14585 14854 14952 15495
15917 16104
15918 16199 16198
12351 14562 14608 14757 15311
15490 15849
16041 15915 16293
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 Grade SC03 SC03
SC03
SC04
SC04 SC04 SC04 SC04 SC04
SC04 SC04 SC04 SC04 SC05
SC05 SC05 SC05 SC05
16.00
0.00
1.00 3.00 5.00 6.00 7.00
16602
16971
18133 17602 17599 18561 18561
16293
16966
17655 18234 18234 18343 19118
Equal Pay Audit
Jobs with both male and female occupants with identical service length   Average Full Time Equivalent (FTE) Salaries £ Years Female Male % Gap Cause of Pay Gap Service 7.00 15543 16104 -3.48% Service in the grade 9.00 18405 16293 12.96% Personal grade protection of a female 1.90% Personal grade protection of a female 0.03% Individually agreed starting salaries within the grade 2.71% Service in the grade -3.47% Service in the grade -3.48% Service in the grade 1.19% Service in the grade -2.91% Personal grade protection of a male 1.19% Service in the grade -1.17% Service in the grade 3.65% Service in the grade 0.60% Service in the grade 2.04% Individually agreed starting salaries within the grade -3.64% Service in the grade 3.75% Service in the grade 3.17% Service in the grade -3.17% Service in the grade
8.00 11.00 14.00 15.00 0.00
1.00 2.00 11.00 12.00
18561 18343 18561 18343 20057
19816 20886 20886 19602
18343 18561 17907 18234 19656
20565 20131 20244 20244
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 Grade SC06 SC06 SC06 SC06 SC06 SO01
SO01
Equal Pay Audit
Jobs with both male and female occupants with identical service length   Average Full Time Equivalent (FTE) Salaries £ Years Female Male % Gap Cause of Pay Gap Service 1.00 22644 3.00 22523 4.00 21922 14.00 22644 18.00 21564 0.00 24186
1.00 23919
22462 22644 23007 21564 23007 24980
25500
0.81% Service in the grade -0.53% Service in the grade -4.71% Service in the grade 5.01% Service in the grade -6.27% Service in the grade -3.18% Individually agreed starting salaries within the grade -6.20% Accelerated promotion within the grade as part of an agreed career grade plan SO01 3.00 25110 25500 -1.53% Service in the grade SO01 22.00 23919 24720 -3.24% Service in the grade 19. There are 21 cases where the pay gap favours men and 23 where it favours women. This suggests that there is not a fundamental problem of sex discrimination within the existing grading structure 20. Once again, the length of service quoted is service with the Council, not necessarily with that grade. Grades of individual jobs change as duties are added or deleted and it is policy to re-evaluate each job before recruitment. Staff may also ask for re-evaluations if they think their job has changed. 21. In the majority of cases the cause of the pay gap is the length of time staff have been in that grade i.e. some staff have received more incremental rises because they have been employed in that grade longer. 22. The other main cause for differences is starting salaries. Because each grade has a number of incremental points, starting salaries sometimes vary so that we can recognise the market or significant experience with other employers. In time, these differences disappear as staff reach the top of the grade. Version 1.0 Page 11  C:\C drive Transit Folder\Emp Ctee\empcttee_060117_Equal pay Audit APPX.doc