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Single Status Explained

What is Single Status

 

In 1997, national representatives of local government employers and recognised trade unions (Unison, TGWU and GMB) came together to sign the "Single Status Agreement." The purpose of the agreement was to harmonise terms and conditions of employment for employees who were employed under the administrative, professional, technical and clerical services (APT&C) and manual conditions of service.

 

Guiding principles of the Single Status Agreement

• Local authorities to provide training and development opportunities for their employees
• Equality will be a core principle, underpinning employment practice, employee relations and service delivery
• A flexible approach to providing services to the community which meets the needs of employees as well as employers
• Local authorities, along with recognised trade unions, to provide stable industrial relations, through consultation and negotiation.

Main features of the Single Status Agreement

• One pay spine
• Harmonisation of conditions of service
• Standard working week of 37 hrs or less
• Grading reviews based on equal pay for equal value
• Equal status for part-time employees
• New deal on training and development
• Partnership working between management and trade unions

Progress made

 

Within the Statement of Good Employment Practice the Council has committed itself to employment within the terms and conditions of the Single Status Agreement. The two significant differences that remain between the terms and conditions of employment of former manual and APT&C employees are as follows:-

1. Former manual employees are paid on "spot" salaries within nationally agreed pay spines whereas former APT&C employees benefit from annual incremental progression within salary scales.
2. Leave entitlement gives a maximum of 25 days for former manual employees and 26 for craft employees after 5 years service, compared to APT&C employees who can attain a maximum of 32 days after 10 years service.

Steps have been taken to achieve some of the components of the single status agreement:-

• All categories of employment have a standardised working week of 37 hours
• Employment conditions of part time workers have been reviewed in order to ensure equal status, pro rata with full time employees.
• The national standard of Investor in People has been achieved, providing a framework for equal opportunity to access training and development
• All employees are paid within the nationally agreed pay spine.

What next?

 

The final component that needs to be addressed is job evaluation. A team have been appointed to do this. The first stage will be the selection of an agreed sample of posts called "benchmark" jobs to evaluate first.

 

The Second stage will be the evaluation of the remaining posts. More information on the process is available in the booklet "Job Evaluation Explained|".

 

For further information contact the Single Status Team or your Trade Union.