Report No.9 – Appendix 1
Job Evaluation Policy and Procedure
Introduction
North Wiltshire District Council uses a job evaluation scheme to evaluate posts. Job
evaluation is a means of comparing posts by measuring their responsibilities. The scheme
uses factors, or measures to look at the different aspects of a post and evaluate the post as
a whole. Job evaluation determines the level of a post which gives a basis for designing a
fair pay and grading structure.
This policy outlines the principles of job evaluation and provides details of the Council’s
current job evaluation scheme. Some useful definitions are given at the end of the policy to
help explain some of the “jargon” that is used in job evaluation.
The Job Evaluation Policy
Posts may be put forward for job evaluation if they meet any of the following criteria;
1. The post is a brand “new” position at the Council, so has therefore not been
evaluated previously.
2. A restructure identifies changes to the responsibilities of a post within a team.
3. The responsibilities for a post change significantly; responsibilities may have been
added or removed, perhaps over time.
The Peodesy Job Evaluation Scheme
The Council uses a job evaluation scheme called Peodesy, the scheme was introduced in
1997. It was developed by another local authority and is a computer based system.
•
•
•
•
The scheme evaluates posts by measuring them using the seven factors, or measures.
Each factor has a number of levels.
Posts are evaluated by choosing the level for each of the factors that matches the job
responsibilities.
The pay and grade of a post is determined by the job evaluation.
Report No.9 – Appendix 1
A summary of the seven Peodesy job evaluation factors;
1) Independent Decision Making:
This covers the nature of decisions asking if they are basic, non- routine or if they involve
major courses of action.
2) Interaction
Examines the frequency of dealings with people. It looks at the nature of any contacts made,
in terms of communication.
3) Knowledge and Expertise (Ability)
This measures the knowledge and ability required to perform a role. For example; the ability
to undertake routine work, the varying degrees of dexterity, numeracy, or the requirement to
make judgements.
4) Problem solving
Examines problem solving and the degree of creativity that may be needed to solve
problems.
5) Management of People
This factor measures different levels of people management. These range from the
management of own tasks up to the management of a large multifunctional team.
6) Responsibility
Examines the responsibility for both resources and financial budgets.
7) Service Delivery
This factor covers the provision of a service to others.
Report No.9 – Appendix 1
Job Evaluation Procedure
What is required to evaluate a post?
The HR Team Leader requires the following information to evaluate a post,
•
•
•
An updated, current job description
A structure chart showing where the post reports within the team
The manager assisting with the evaluation will require knowledge of the roles and
responsibilities of the post.
Evaluating a Post
1. The manager will supply a completed job description and structure chart before the
evaluation takes place.
2. The HR Team Leader will hold a job evaluation interview with the manager of the post, to
carry out the job analysis. Information will be placed into the Peodesy job evaluation
system.
3. Once the post has been evaluated a Peodesy Evaluation Description of the post will be
issued to the manager This summarises the rationale for the grade allocated to the post.
4. The manager will be asked to confirm that they agree with the content of the Peodesy
Evaluation Description. If the manager does not agree that the content reflects the post,
a re-evaluation will take place. The grade of the post is not given until the Peodesy
Evaluation Description has been confirmed.
5. If the post being evaluated is an existing post, the manager will share the Peodesy
Evaluation Description with the post holder to discuss and agree the content. The grade
resulting from the evaluation is shared with the post holder if they confirm their
agreement of the Evaluation Description. If the individual does not agree, see Step 6
below.
6. An Appeal can be made if the Team Leader or post holder disagrees with the grade
outcome. Please see the Council’s separate Job Evaluation Appeals Policy for a detailed
outline of the policy and procedure.
Report No.9 – Appendix 1
A new Job Evaluation Scheme for North Wiltshire District Council
The Council is currently replacing the Peodesy job evaluation scheme. It takes a long time to
replace an evaluation scheme as all the posts have to be evaluated in the new scheme
before it can be introduced. This means that the Peodesy scheme will be used until July
2007, when it will be replaced by the new job evaluation scheme.
The new job evaluation scheme is called the Greater London Provincial Council Scheme
(GLPC). Please contact the HR team if you would like to know more about the new scheme.
Jargon explained
Appeals policy
If a post holder disagrees with the grade given to their post as a result of a job sizing
exercise, the post holder may make an appeal. An appeal may also be made if the post
holder believes the job sizing process has not been carried out fairly.
GLPC
The abbreviation used for the “Greater London Provincial Council scheme.” The name of the
Council’s new job evaluation scheme.
Job Description
A document that shows the overall objectives of a post, where it fits within the structure of an
organisation and its main responsibilities.
Job Evaluation
A means of examining the different aspects of posts and giving a size to them based on the
responsibilities of the position. The use of job evaluation gives a consistent way of
comparing the relative sizes of posts. It determines the pay and grade given to posts in the
Council.
Peodesy Evaluation Description
A document produced from the Peodesy job evaluation system. The description shows
details of the seven factors measured by the scheme and the rationale for an evaluation.