Job Evaluation

Welcome

24 February 2015

The webinar will begin shortly

Presenter

Jo Hendrie

HR Consultant

EEF, the manufacturers’ organisation

jhendrie@eef.org.uk

Moderated by Roger Thomas

EEF, the manufacturers’ organisation

rthomas@eef.org.uk

www.eef.org.uk

Agenda

• What is Job Evaluation

• Types of Schemes

• Why Implement a Scheme

• The Process Explained

• How can EEF Help

What is Job Evaluation

Job evaluation

Allocate job to grade

Internal value of the job role

(Internal relativity)

Pay range

Market value of the job role

(External relativity)

Which of the following roles would you rank as the most important role in society?

Doctor(Zoe Hanna in Casualty)

Vicar (Geraldine Granger in The

Vicar of Dibley)

Teacher (Daniel Chalk in Waterloo Road)

Refuse Collector (Bernard Green in Common as Muck)

Salesperson (Delboy in Only Fools & Horses)

Types of Schemes

Non Analytical Schemes

• Job Ranking

• Job Classification

• Paired Comparison

Analytical Schemes

• Use defined core components and compare

Further Reasons to Implement

• Introduce New Pay Structure

• Pay Grievances

• Assist Career Management

• Achieve Higher Performance

• Organisational Change

• Benchmarking

• Employee’s Value of Role

First Steps

• Management of Change communications

• Conduct Job Analysis and draft Job Descriptions for each job

• Set up a Steering Group (Management) – the decision making group

• Set up a Joint Working Group(JWG) or Evaluation Team

Build a Factor Plan –General Components/Factors Model

FACTOR – COMMUNICATION(TOTAL POINTS 130)

This factor measures the degree and complexity of communications within each JOB.

Levels The JOB involves the following: Points

Level 1 Routine contact inside the business for the purpose of giving and exchanging information

20

Level 2 Regularly has contact within the Company and outside the Organisation for the purpose of giving and receiving information and routine problem solving

40

Level 3 Regular contact with internal and external stakeholders (including senior contacts) outside the jobholder’s own department where sensitive, technical or complex communications and explanations are required.

60

Contacts (POINTS 60) – This sub-factor measures the degree of communication required in liaising with internal and external contacts.

Job Evaluation Scores – Rank Order

1 Sales Office Manager 945

2 Field Sales Engineer 940

3 Finance Manager 830

4 Account Manager 830

5 Application Engineer 745

6 Senior Technical Engineer 720

7 Quality Engineer 690

8 Technical Engineer 655

9 Commercial Administrator 560

10 Administrator 560

11 Marketing Sales Admin 520

12 Credit Controller 495

13 Receptionist/Administrator 490

14 Purchase Ledger Clerk 475

How can EEF help

• Work with you to design a bespoke Job Evaluation Scheme

• Provide you with a pragmatic solution where jobs have been analysed and described in a clear and consistent manner

• Work closely with your in-house teams and pass on our knowledge so you’ll be self-sufficient in maintaining the scheme

THANK YOU

Jo Hendrie

HR Consultant

EEF, the manufacturers’ organisation

Email: jhendrie@eef.org.uk

www.eef.org.uk