| # | Name | Comments |
|---|
| 301 | Shaun Dyer | |
| 302 | Anonymous | When a person starts a job they sign a contract with their employer accepting the terms and conditions. This includes the grade and salary of that post. We do not expect it to go down. A contract is a contract - the Leicester City Council should not be able to reduce anyone's salary when it suits them! It wouldn't be accepted in the private sector. |
| 303 | Sandy Kelsall | |
| 304 | Anonymous | Many organisations, including local councils, face the issue of the legal requirement to provide equal pay and fair pay in the climate of reduced funding and making 'efficiency cuts', whilst improving the quality and inclusiveness of services on reduced staffing numbers.
No-one begrudges the right of the lower paid or unequally paid worker to receive their full entitlement, although it seems harsh and unfair that people paid at the middle levels should suddenly find that the job and the pay they accepted, and built their responsibilities, debts and futures and families round, is suddenly reduced by up to 30%, more if your partner is also in this situation, whilst senior management is unaffected, or have their salaries increased.
We need an equal, fair, and open and transparent system which everyone understands and is supported through. |
| 305 | Anonymous | Couldn't agree more with many of the comments already made.
Now we have seen the bandings (after deliberate obstruction by the JE Team who had to be forced to do it under Freedom of Information legislation) it is completely apparent that as usual those "in the know" have filled in the correct things to score points and there is no fair and equal application of scorings across all jobs. The same jobs just with different titles have come out in different bands.
The sore thumbing exercise was a waste of time with the JE team dismissing managers' representations when it was obvious there were good cases (How can losing £8k be ok?)
The appeals process (has it even been decided yet??) is a joke.
The whole thing has not been open and transparent.
The JE Board is a weak spineless excuse of a body who have no say in anything and are not listened to. What have they got to say for themselves??
The unions have totally let us down. What a surprise.
Ian McBride should be ashamed of himself for his handling of this fiasco which continues on a weekly downward spiral as costs escalate massively, and still no communications strategy is put in pleace, leaving staff and managers confused and angry.
How can some staff have the bandings etc and others not... why has there been no email telling staff that all the bandings and scores are now on the intranet so you can see what a pigs ear they have made of some of the jobs?
We have some fantastic staff leaving in droves already. It is a disaster.
A multi million project handled like a sack of you know what.
Members should call the whole thing in to scrutinise and recommendations be made so nothing like this can ever happen again. |
| 306 | Eebbie Neale | |
| 307 | Anonymous | |
| 308 | Anonymous | |
| 309 | Gina Vaughan | |
| 310 | Anonymous | |
| 311 | Lez Bullwer | |
| 312 | Jisvinder Singh | The job evaluation process has ignored the level of technical skills I have and should I leave, the Council is unlikely to attract the same level of skills for the pay offered. This will then result in lowering of service and standards. |
| 313 | Jennifer Edwards | Having been recruited only months before being told my job was going to be cut by over £2,000 I am left in the uncomfortable position of worrying how I will support my household. The system was unclear as to how I had been graded, my FOIA request for information took 3 months to be responded to and still there is no clear information as to an appeal process other than that the draft excludes everything you would expect to be relevant. |
| 314 | Anonymous | I strongly believe that the staff who carried out the JE questionaires and interviews did not have an understanding of the individual's jobs, tasks and roles. I was interviewed for my JE and I kept having to go back to them as there were so many mistakes on their evaluation. It would be interesting to see how they evaluated themselves! |
| 315 | Mariam Forrester | Three members of my team are being subjected to dramatic pay cuts. This places them in the same band as a much more junior role in the team. How can an effective service be maintained in the face of such nonsense? We are told that the JE scheme is not comparative and therefore comparing to other roles is not valid. This is frankly ludicrous. I thought the point of the scheme was to achieve fair pay for all and yet it many cases it seems to be achieving the exact opposite! |
| 316 | Jane Bondar | I will be facing a £4K pay cut from the job evaluation process. This will mean that I will not be able to sustain myself and would need to find another job. If I stayed and faced the pay cut I would find it impossible to pay living costs and my mortgage. Iifeel that I and others facing pay cuts have been targeted without getting a clear understanding of what we do in our roles and the responsibilities we face. I thought that by working for the coucil I would have more security then in the private sector, I was wrong! |
| 317 | Elizabeth Steward | |
| 318 | Anonymous | I was dropped by nearly £3000 |
| 319 | Matt Drew | |
| 320 | Anonymous | |
| 321 | Anonymous | The Single Status Pay Structure equates to over a 14% cut in my salary. |
| 322 | Trupesh Raval | This has been a painful experience for me and many others (mentally, financially and emotionally). I chose to work within the Local Authority to help make the City and the wider partnership a better place and this is how I get rewarded? |
| 323 | Jac McFarlane | Robbing Peter to pay Paul!!!!! |
| 324 | Anonymous | |
| 325 | Anonymous | |
| 326 | Matthew Gough | |
| 327 | Ann Forde | This is not fair, not equal, mismanaged, appears to create more red tape and greater distance between workers and managers. |
| 328 | Anonymous | |
| 329 | claire bailey | Job evaluation not only cuts my pay, it negates my qualification and career progression worked for and achieved over a number of years - confirming that LCC neither respects nor values in any way its professional and technical staff.
IIP - don't make me laugh... |
| 330 | Gabriella Machokas | I think this process is unfair, inconsistent and badly managed. It has damaged staff morale, wasted council resources and made a mockery of consultation. It must be halted immediately and a fair system agreed. |
| 331 | Kathy Simmonds | This is not "Fair or Equal". LCC have managed to confuse the majority of Staff,. There's "Job Evaluation", "Equal Pay Act" and "Single Status" all lumped together and let's not forget Our, "Cost of Living" offer, accepted by Unison, No strike action ! |
| 332 | Sylvia Tucker | I am pleased that the low paid workers will have an increase in salary, but not at our expense.
I am a widow and have only my salary. I would consider a redundancy package. |
| 333 | Karen Shelton | |
| 334 | lesley kelsall | It is atrocious to cut the pay of hard working council staff when councillors have just been given a massive rise in their expenses allowance. |
| 335 | Kami Landa | pay cut of over 2,000 . I wish I never moved to the City council. |
| 336 | Anonymous | Totally flawed process - how can 3 near identical posts be graded significantly differently? It is devisive andinequitable. The fact the SSA hasn't enough bands exacerbates this. |
| 337 | Neal Cooper | |
| 338 | Anonymous | |
| 339 | Tracey Newth | This is not the way to treat your staff. We all feel totally undervalued and why should you be taken on a specific pay rate and then be dropped as it to say you are no good at your job. Of course we are or we wouldnt be here would we!!!!! |
| 340 | Anonymous | I feel that ever since I came from the County to the City, my grade and pay has diminished. I have never been given any incentive to further myself and feel that studying in my own time, at my own cost has only led to further loss of incentive and pay. |
| 341 | Tim Brown | Its wrong, I've been downgraded after 19yrs experience. What gets me is that no one has looked at what our team do, just graded us on Job titles. The Council has just walked over people due to their own lack of ability to undertake a proper Job Evaluation. |
| 342 | Steve Lally | The new pay bands have been established by people who have no real knowledge of the types of work carried out. The new pay structure is totally unacceptable can only lead to experienced staff seeking other employment. |
| 343 | Anonymous | I strongly agree with this campaign, although I agree with the fact that people who were underpaid should have a remittance and equal pay it should not be at the expense of other employees.
The Council had 12 years to sort this out, but it increases pay at management level and for Councillors at the expense of lower grades-Quite shamful-don we not have mortgages and families to cater for! |
| 344 | Joginder Singh | |
| 345 | Anonymous | |
| 346 | Rebecca Coombes | I think the whole JE is a shambles!!!! I'm a Team Assistant and have been down graded. I can't believe that taking on new roles since JE (like I have) is not a valid reason to appeal!! I know of other Admin staff that have lost roles since JE and have stayed on the same salary. I'd like to know how they worked that one out!! |
| 347 | B.A.Owen | |
| 348 | Anonymous | I have lost out by this scheme and within the team there are alot of people who have lost out. The unions say this is an equal pay scheme but I do not think so. Would like to see some realistic evidence of this. The council should frop this scheme as there are a lot of disappointed staff. |
| 349 | Sarah Harrison | |
| 350 | Anonymous | |