case study

1. The Company:<br />A pharmaceutical company<br /> <br />The Problem:<br />The company had agreed with the trade union to introduce job evaluation to the shop floor. Their in-house HR department whilst highly skilled did not have the experience of job evaluation or the available resources to run the project.<br /> <br />Our Approach:<br />Working with the HR Department, Managers and Trade Union officials our associate:<br /> <br />· Devised a project plan which was approved by senior management<br />· Assessed the job evaluation system and worked with the provider to customise the system for the company’s requirements<br />· Coached, trained and mentored the job evaluation panel or managers and trade union representatives<br />· Interviewed staff about their roles and devised job descriptions for the evaluation panel<br />· Developed a job evaluation manual to be used as a basis for ongoing evaluation panels<br />· Drove the job evaluation panel meetings to produce a rank order of jobs for the shop floor resulting in a new grading structure<br /> <br />The Result: <br />The job evaluated roles throughout the shop floor were agreed with the unions and a new grading and progression structure introduced. The company has since rolled the job evaluation system out to other parts of the site using their own HR Department who were mentored and trained by Indigo’s consultant.<br /> <br />--------------------------------------------------------------------------------<br /> <br />Contents<br />Contents of the Space Toy Co. (STC) case study<br />1. Welcome<br />2. Read This First<br />3. Contents<br />4. To Start - Introduction<br />Short Bio<br />Employer<br />More on Employer<br />Deadlines<br />More on Deadlines<br />Employees<br />Establishments<br />Number of Plans<br />Job Class and Gender<br />More on Job Class<br />STC's Job Classes by Gender<br />Job Class Gender - Worksheet<br />Job Rates<br />Committees<br />5. Job Evaluation<br />The Law<br />JE Systems<br />The Work<br />Aspects of Work at STC<br />Definitions<br />Subfactor Definitions<br />Levels<br />Level Definitions<br />System Overview<br />Weighting<br />The Formula<br />Create a Formula - Worksheet<br />Job Information<br />Evaluating Jobs<br />6. Job-to-Job<br />The Law<br />The Value of Jobs<br />Banding of Points<br />STC's Point Bands<br />Job rates<br />Adjusting Job Rates<br />Pay Equity Plan<br />7. Proportional Value<br />The Law<br />Deadlines for PV<br />Steps to PV<br />Representative Male Jobs<br />Free-hand Method<br />Regression Analysis Method<br />How to Use Your Computer to do Regression Analysis<br />Calculate a Regression Line - <br /> Interactive Worksheet<br />Calculate a Regression Line - <br /> Manual Worksheet<br />Pay Equity Plan - Amended for PV<br /> <br /> 8. Maintenance<br />The Law<br />FAQs<br />Maintenance Problems and Solutions<br />Maintenance Scenarios<br />Changes to Duties and Responsibilities<br />Changes to the Gender of Jobs <br />Changes in Union Status<br />Changes to Compensation<br />Creation of a New Job Class<br />Job Classes are Eliminated<br />Workplace Restructuring<br />Sale of Business<br />More on Sale of Business<br />9. Complaints and Objections<br />Complaints<br />Objections<br />The Role of a Review Officer<br />10. Tools<br />More on Job Information<br />More on Job Descriptions<br />Sample - Terms of Reference for a<br /> Committee<br />Sample - Job Description<br />Sample - Maintenance Journal<br />Sample - Request for Review of Job<br /> Information<br />Worksheet - Terms of Reference<br />Worksheet - Job Description<br />Worksheet - Maintenance Journal<br />Worksheet - Formula<br />11. In closing<br /> Appendix 1. Table 1-a:<br /> Manual Regression Calculation<br /> Appendix 2. Table 2-a:<br /> R-squared Calculation<br /> Appendix 3. Table 3-a:<br /> Pay Equity Job Rates and Adjustments<br /> <br /> <br />