The GLPCJob Evaluation Scheme

Single Status

Domestics

Agenda

• Introduction to the Scheme

• The factors– Supervision/Management– Creativity/Innovation– Contacts– Decisions– Resources– Work Environment– Knowledge and Skills

What is Job Evaluation?Job evaluation is a systematic process whereby jobs are assessed against common criteria in order to establish their relative value

It is a management technique It is about the post not the post-holder It is not directly about pay

Introduction to the Scheme

• Job Evaluation in London Boroughs since 1965

• Covers 160,000 employees in London

• Plus thousands in authorities outside of London and in the voluntary sector

• This provides over 30 years of practical operational experience

• Breaks down jobs into factors

• Factors broke down into levels

• Points awarded to each factor according to a pre-determined scale

• Total points determine a job place in rating order

• The format of the GLPC Job Evaluation Scheme

Objectives

• Integrated single-status scheme

• Jointly owned with the Unions

• Advice from Equal Opportunities Commission

• Agreed pay and grading structure

Advantages

• Provides a rationale for decisions

• Less subjective than other techniques

• Equitable

• Will stand as a defence for equal value

The Factors

Supervision/Management of PeopleIntroduction

Objectives:To measure the degree of responsibility for employees

Responsibility• Partial/indirect• Direct supervision or

management of• Overall

accountability for

Quality of Management

• Nature of Work• Co-ordination• PlanningNumber Supervised• Head count

Supervision/Management of People

Aspects of ManagementDispersalDeputisingContact (non-direct)Working arrangements (seasonal)

Supervision/Management of People

Factor Levels

Definitions Little/occasional supervision Level 1-2 Full Permanent Level 3 Direct Management Level 4-5 Overall accountability Level 6-7

Type of Work Same Level 1-4 Diverse Level 5 Range of activities/functions Level 6-7

Creativity and InnovationIntroduction

ObjectivesTo assess the need for innovation and imagination to:

respond to issues resolve problems

Creativity in its broadest sense caring and counselling system design repair and maintenance specifications policy development written/spoken work

Creativity and Innovation

Factor Levels

Definitions

constraints of guidelines Level 1-4 range of solutions/responses Level 5 not limited by a ‘precedent’ Level 6-7 major service implications Level 7

Contacts/RelationshipsIntroduction

Objectives

To measure the degree of personal contact and appraise the nature of the relationship

Qualitative purpose, content, outcome terms of reference conflict/abuse

Quantitative regularitysignificance

Natureemphasises direct contactadvising, caring, supporting fact finding-evaluating, monitoring interviewing, influencing, persuadingproviding information

Contacts and Relationships

Factor Levels

Definitions

non contentious directive Level 1-2 identifying service needs Level 3authority to provide resources Level 4-5significant implications Level 6range of complex, contentious Level 7-8 issues

DecisionsIntroduction

ObjectivesTo measure the requirement to take decisions or make recommendations (discretion) and assess the consequences of such action

Discretion need to choose, decide, recommend accountability, supervision of extent of constraints, guidelines, working parties regularity direct/indirect

Consequences nature and outcome internal/external effect on people, property, finance, policies, objectives

and targets

DecisionsFactor Levels- discretion and consequences are

assessed separately

Definitions Within guidelines/ranges of choice Level 1-3 Setting of work standards/changing procedures Level 4 Reviewing policy and service practice Level 5-6 Affecting the whole organisation Level 6

Consequences Limited effect, quickly known, individual Level 1-2 Significant Implications for service, employees Level 3 Major impact on service provision Level 4 Major policy impact on Council policies across Level 5

a number of departments on large numbers of

people or outside organisations

ResourcesIntroduction

ObjectivesTo measure personal and

identifiable accountability for physical or financial resources

Involves security, safe-keeping, handling, repair and maintenance

Covers cash, cheques, plant equipment, materials and buildings

Resources

Definitions

Little or no responsibility Level 1Small items of cash and equipment Level 2Smaller plant Level 3Larger vehicles and plant and

large sums of cash Level 4Major resources Level 5

Work EnvironmentIntroduction

ObjectivesTo characterise the environment within which the work is carried out-there are four elements which are assessed separately

Work Demands-deadlines, frequency, pressure, conflicting priorities

Physical Demands-amount and continuity of physical effort-keyboarding, standing, lifting, bending, pulling, pressing and constrained positions

Working Conditions-exposure to disagreeable or unpleasant working conditions, frequency and nature

Work Context-potential risk to health and safety and general well being inherent in the job, both emotional and physical

Work EnvironmentFactor LevelsWork Demands Minimal effect of interruption Level 1-2 Changes in work area Level 3 Frequent changes, conflicting priorities Level 4 Management of constant change and Level 5

conflicting priorities

Physical Demands Normal physical effort Level 1 Periods of substantial effort, awkward positions Level 2 Short periods of intense effort and awkward Level 3

positions Intense effort, substantial effort, awkward Level 4

positions

Working Environment

Factor LevelsWorking ConditionsInside Level 1

Inside/outside-moderate conditions Level 2

Outside, considerable noise, exposure Level 3

to all weather conditions

Continuously outside, exposure to all Level 4

weather conditions

Work ContextMinimal risk Level 1

Potentially some risk Level 2

Potentially moderate risk Level 3

Potentially substantial risk Level 4

Knowledge and SkillsIntroduction

ObjectivesTo measure the knowledge and skill required by the post for competent performance

Concept of equivalency Skills-caring, communicative, interpersonal, sensitivity,

tact, dexterity,numeracy,practical, linguistic, conceptual

Disciplines-professional, technical,specialist,managerial

Application-to all levels of the factor

Knowledge and Skills

How is it acquired? Formal/informal education/training socially practical experience

DisciplineDiscrete body of

knowledge

SkillPractical

knowledge in conjunction with ability-expertise

Knowledge and Skills

Factor Levels

Definitions Basic knowledge-readily understood rules Level 1-2 Good standard of practical knowledge Level 3 Specialist discipline Level 4 Relationship between functions and disciplines Level 5 Work of complex nature Level 6 Work of a more complex nature Level 7 Work of a highly complex and diverse nature Level 8

Framework implementation agreement

• Consultation

• Training

• Tools for collecting job data

• Personal protection

• Appeal arrangements

• Monitoring and Review