The GLPC
Job 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 predetermined 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 People
Introduction
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
• Planning
Number Supervised
• Head count
Supervision/Management of
People
Aspects of Management
Dispersal
Deputising
Contact (non-direct)
Working arrangements (seasonal)
Supervision/Management of People
Factor Levels
Definitions
 Little/occasional supervision Level 1-2
 Full Permanent
 Direct Management
 Overall accountability
Level 3
Level 4-5
Level 6-7
Type of Work
 Same
Level 1-4
 Diverse
Level 5
 Range of activities/functions Level 6-7
Creativity and Innovation
Introduction
Objectives
To 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
 range of solutions/responses
 not limited by a ‘precedent’
 major service implications
Level 1-4
Level 5
Level 6-7
Level 7
Contacts/Relationships
Introduction
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
 regularity
 significance
Nature
 emphasises direct contact
 advising, caring, supporting
 fact finding-evaluating, monitoring
 interviewing, influencing, persuading
 providing information
Contacts and Relationships
Factor Levels
Definitions
non contentious directive
identifying service needs
authority to provide resources
significant implications
range of complex, contentious
issues
Level 1-2
Level 3
Level 4-5
Level 6
Level 7-8
Decisions
Introduction
Objectives
To 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
Decisions
Factor 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
 Significant Implications for service, employees
 Major impact on service provision
 Major policy impact on Council policies across
a number of departments on large numbers of
people or outside organisations
Level 1-2
Level 3
Level 4
Level 5
Resources
Introduction
Objectives
To 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
Small items of cash and equipment
Smaller plant
Larger vehicles and plant and
large sums of cash
Major resources
Level 1
Level 2
Level 3
Level 4
Level 5
Work Environment
Introduction
Objectives
To 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 Environment
Factor Levels
Work Demands




Minimal effect of interruption
Changes in work area
Frequent changes, conflicting priorities
Management of constant change and
conflicting priorities
Physical Demands
 Normal physical effort
 Periods of substantial effort, awkward positions
 Short periods of intense effort and awkward
positions
 Intense effort, substantial effort, awkward
positions
Level 1-2
Level 3
Level 4
Level 5
Level 1
Level 2
Level 3
Level 4
Working Environment
Factor Levels
Working Conditions
Inside
Inside/outside-moderate conditions
Outside, considerable noise, exposure
to all weather conditions
Continuously outside, exposure to all
weather conditions
Level 1
Level 2
Level 3
Level 4
Work Context
Minimal risk
Potentially some risk
Potentially moderate risk
Potentially substantial risk
Level 1
Level 2
Level 3
Level 4
Knowledge and Skills
Introduction
Objectives
To 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
Discipline
Discrete body of
knowledge
Skill
Practical
knowledge in
conjunction with
ability-expertise
Knowledge and Skills
Factor Levels
Definitions







Basic knowledge-readily understood rules
Good standard of practical knowledge
Specialist discipline
Relationship between functions and disciplines
Work of complex nature
Work of a more complex nature
Work of a highly complex and diverse nature Level 8
Level 1-2
Level 3
Level 4
Level 5
Level 6
Level 7
Framework implementation
agreement
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•
•
•
•
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Consultation
Training
Tools for collecting job data
Personal protection
Appeal arrangements
Monitoring and Review