This document discusses centralizing IT functions and standardizing job descriptions within a local government organization. It outlines issues with existing job descriptions being out of date or too specific. The document proposes developing new job descriptions using a standard format, accurately reflecting the work, and evaluating pay grades consistently. It describes mapping skills from a benchmarking scheme to the organization's competencies and using job evaluation to set appropriate salary levels.

1. Solving Remuneration Issues
in IT Job Descriptions
in Local Government
Capability Management Conference - 29th November 2007
Ian Wathen
Project Manager, London Borough of Lambeth
1

2. Background: Why centralise IT?
Current Structure cannot support the Business
Strategy!
• 5 IT functions (or more)
• More than 5 IT Strategies!
• Lack of standards
• No single accountable owner
• Lack of software integration
• Expectation to deliver more services with lower costs
• Customer perception of IT Service delivery is poor
2

3. Issues Around Job Descriptions
• Many JDs were out of date
• Some had been written by non-IT managers
y g
• Some very specific to a particular application
or skill
• Many had been written in Local Government
speak in order to get high grades
3

4. Requirements for new JDs
• Presented in standard Lambeth format
• W d d t more accurately reflect th work
Worded to t l fl t the k
actually carried out by the post-holders
• Wording acceptable to IT professionals
• Grades for the jobs to be evaluated in line
j
with the standard GLWC job evaluation
scheme
4

5. Job Description/Person Specification
Naming and Numbering Office and Local Land & Property
Designation:
Gazetteer Technician
Directorate:
Corporate Services
Division:
Business Development
Section:
IT Strategy and E-Government
Grade:
SO2
Comments: Draft
Amended Date: 21 Feb 2005
Reports to: LLPG Custodian
Line Management Responsibilities: None/ Permanent and temporary staff as required
Job purpose
The processing of applications to the Council for the naming and numbering
of streets and buildings.
Assisting the Local Land and Property Gazetteer Custodian in all aspects
relating to the generation and maintenance of the LLPG.
Main Duties and Responsibilities
1. The postholder will become fully conversant with all of the Acts, regulations and
practices pertaining to the naming and numbering process, reviewing as necessary
and recommending amendments.
2. The postholder will be responsible for answering enquiries by telephone, letter or
email from any source relating to current, previous or proposed naming and
numbering applications. The enquiries may be from members of the p
g pp q y public,,
property developers, local councillors (and possibly MPs), the Royal Mail, Land
Registry, and the Emergency Services as well as internal Council Departments.
Replies to such enquiries may require a written response.
3. .The postholder will despatch, receive and validate all naming and numbering
applications in line with the Council’s guidelines on the naming and numbering
process.
4. Where applications do not meet the specified criteria, the postholder will liaise with
and advise the applicant.
5.
5 Where applications have been validated and meet the specified criteria thecriteria,
postholder will be responsible for the administration of the application from start to
finish and must:
a. Produce a legal notice where appropriate and erect it on the site of
development.
b. Produce letters of consultation where appropriate, send them out and collate
any responses.
c. Refer any letters of objection to proposed names to the LLPG Custodian for
discussion and guidance on actions to take.
d. Produce a legal Order recording the assignation of any flat numbers, street
numbers, building names or street names.
e. Keep the LLPG Custodian informed of all current cases.
6. The postholder will be responsible for the maintenance of all naming and
numbering records and must ensure that:
a.
a The Master List of all applications received is kept up to date and available for
5

6. Competency Based Person Specification
Local Land and Property Gazetteer Custodian
p y
Code Shortlisting
Criteria
K1
Excellent knowledge of the role and potential of Land
and Property Gazetteers in Local Government
K2 Knowledge and understanding of British Standard
g g
Key Knowledge
e
BS7666, and its implications for Local Government
K3 Knowledge and understanding of the key national
initiatives involving Property and Land related
information, and appreciation of their impact on Local
K
Government
K4 Understanding of the development process, in so far as
it affects the maintenance of a Land and Property
Gazetteer
E1 Experience of Microsoft Word, Excel and Access
p ,
software
Relevant Experience
E2 Experience of composing original correspondence
demonstrating good written communication skills
E3 Experience of dealing with and resolving enquiries
enquiries.
E4 Experience of maintaining a Local Land and Property
Gazetteer.
E5 Experience of street naming and numbering work would
be beneficial.
6

7. A2 Teamworking
g
Demonstrates a clear commitment to the team approach;
exchanging ideas and providing support to colleagues
A5 Communicating Orally
Speaks confidently, conveying clear messages to a wide
range of listeners
P5 Communicating in Writing
Produces clear, succinct and well structured written work
which creates a positive impact on the recipient(s)
Giving the Best Advice
CS2
Gives accurate and up-to-date advice, providing clarity about
Gi t d t d t d i idi l it b t
the customer’s current status and options for moving things
forward
Ke Competencies
A6 Analysing and Evaluating
Draws logical and accurate conclusions from sometimes
complex information
ey
A9 Planning and Managing Activities
Effectively manages own workload, prioritising effectively and
consistently meeting deadlines
A11 Applying New Technology
Seizes opportunities to learn about and implement new
technology(NT) to enhance personal and team performance
A12 Demonstrating Resilience
Demonstrates resilience to stress, maintaining effective
performance in pressurised conditions
A10 Dealing With Detail
Demonstrates an eye for detail, and an ability to stick to
routine tasks
7

8. Development of JDs
p
Current
Job
Desc.
esc
BCS Job
Desc.
Skills Manager
BCS Consultant
• T
Transparent Process
tP
• Fair process – as assessed by panel
Role (internal and external representatives)
description
meeting
with staff
8

9. Mapping BCS skills to Lambeth
competencies
• BCS JD components Mapping to Lambeth JD format
• Main skills Job purpose
• Levels of highest skill
• Work Activities Main duties and responsibilities
• Background requirements
g q
Competency Based Person Spec
• Knowledge and Skills Key Knowledge
• Training Relevant Experience
• Professional Dev Activities
Key Competencies
• Qualifications
9

10. Job Evaluation Scheme
Effects on Salary
Challenge was…
• to create appropriate salary levels
pp p y
• to use GLWC Scheme evaluation
10

11. Route to new JDs & market salaries
BCS Job
Desc.
Desc
Current
Job CEL Survey
Desc.
esc
New
salary
grades
Lambeth
Job
Desc.
Role
description
meeting
with staff BCS C
Consultant
lt t
11