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A Guide to the National Job Evaluation Scheme Briefing for employees • Background • The job evaluation scheme • Next steps Purpose of this session • Single status agreement 1997 • Equal pay for work of equal value • National pay award 2004 Why we are doing job evaluation • Use of job description questionnaire • Single joint review panel • Quality checks How the scores are worked out • Developed jointly by employers and trades unions • Designed to be applied up to scp 49 (ie band E) • Covers full range of local authority jobs • Small and large councils The NJC job evaluation scheme • Technical, specialist, procedural and organisational • Breadth and depth • Qualifications and experience • Link to person specifications • 8 levels – 20 points per level Factor 1 - Knowledge • Analytical, problem solving and judgemental skills • Nature of problems • Nature of information • Development of plans/strategies • 6 levels – 13 points per level Factor 2 – Mental Skills • All types of communication and caring skills • Purpose to which skills are put • Complexity and contentiousness • Nature of audience • 6 levels – 13 points per level Factor 3 – Interpersonal and Communication Skills • Dexterity and co-ordination • Precision and speed • Driving and keyboard skills • Consequences of error • 5 levels – 13 points per level Factor 4 – Physical Skills • Discretion and decision making • Unexpected and unanticipated problems • Organisation of workload • Proximity to manager • 8 levels – 13 points per level Factor 5 – Initiative and Independence • Degree of effort and frequency of demand • Working in a constrained position • Recognised breaks • Weights applied consistently • 5 levels – 10 points per level Factor 6 – Physical Demands • Mental and sensory attention • Enhanced and concentrated • Frequency of demands • Work-related pressure • 5 levels – 10 points per level Factor 7 – Mental Demands • Behaviour or circumstances • Frequency and intensity • Requirement to respond • Excludes verbal abuse • 5 levels – 10 points per level Factor 8 – Emotional Demands • Direct impact on well-being of others • Assessment of needs/implementing regulations • Beneficiaries of our activities • Advice, guidance and policy development • 6 levels – 13 points per level Factor 9 – Responsibility for people • Supervision, co-ordination or management • Performance Reviews • Areas of activity • Advice, guidance and policy development • 6 levels – 13 points per level Factor 10 – Responsibility for Supervision • Cash, cheques, invoices, budgets • Expenditure or income • Accounting v accountable • Advice, guidance and policy development • 6 levels – 13 points per level Factor 11 – Responsibility for Financial Resources • Information, equipment, land, buildings, stocks and supplies • Expensive and very expensive equipment • Security of buildings • Advice, guidance and policy development • 6 levels – 13 points per level Factor 12 – Responsibility for Physical Resources • Environmental conditions and peoplerelated behaviour • Disagreeable, unpleasant, hazardous • Working outdoors • Other employees • 5 levels – 10 points per level Factor 13 – Working Conditions • JE Manual • Big issues – ask a question • Job evaluation hotline • School JE Contact • Line manager • Trade union representative • HR team Support available to you • Update job descriptions and person specifications • Undertake an extensive job-matching process to ensure that all school-based employees, who undertake similar roles are evaluated together • Evaluate all the identified job roles • Appeals • Evaluations of previous roles for back pay purposes Next steps