JOB EVALUATION
PROCESS
GUIDELINES FOR
DEANS/DIRECTORS
Created: November 2009
Author: Human Resources
Approved by: Single Spine Management
Steering Group
Date of approval:
Effective date: December 2009
Last review date: N/A
Due for review: January 2012
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CONTENTS PAGE
PAGE
1.
Introduction
3
2.
Responsibilities on Application
3
3.
Responsibilities at Stage 1
3
4.
Responsibilities at Stage 2
4
5.
Timescales
5
6.
Advice
5
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JOB EVALUATION PROCESS
GUIDELINES FOR DEANS/DIRECTORS
1. INTRODUCTION
These guidelines are produced to outline the responsibilities for Deans and Directors when a
member of their staff makes an application for job evaluation, in order to ensure that
consistency is maintained throughout their Faculty or Directorate.
It is recommended that you familiarise yourself with the policy and application forms for the Job
Evaluation process.
2. RESPONSIBILITIES ON APPLICATION
Once the applicant has submitted an application for job evaluation they will pass their form to
their relevant Line Manager. The Manager will then sign the form to confirm the duties listed
within the application and the job description, accurately reflect the applicant’s role. They will
also verify that the departmental structure and SOSO are correct.
The forms will then be passed to you and you will be required to sign the application form also
to confirm the duties listed are an accurate reflection of the applicant’s role. You may wish to
hold discussions with the relevant Line Manager/immediate Line Manager before signing the
form.
3. RESPONSIBILITIES AT STAGE 1
Following the stage 1 discussions between the relevant Line Manager and HR Adviser, they
will make a recommendation to either, increase the grade, or, advise the applicant they have
been unsuccessful at stage 1, but that they may progress to stage 2. They will state their
recommendations on the job evaluation decision record form and hand the form to you.
On receipt of the decision record form, you are required to sign the form to endorse the
recommendation of the relevant Line Manager and HR Adviser, and authorise any resulting
salary increase.
You should contact the relevant Line Manager or HR Adviser should you have any queries
regarding the stage 1 discussions.
If a situation arises in which you are the relevant Line Manager, no further authorisation is
required.
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4. RESPONSIBILITIES AT STAGE 2
If an applicant has been unsuccessful at stage 1 and they choose to progress their application
to stage 2, they will meet with a Role Analyst who will ask a series of questions in line with the
process for HERA role analysis, to establish full details of the job role. Following this meeting
the Role Analyst will prepare a written record about the role and send it to the applicant.
Once the applicant is satisfied with the content of their written record the role analyst will pass it
to the relevant Line Manager for approval. The relevant Line Manager is once again signing the
document to confirm the duties listed are an accurate reflection of the applicant’s job role.
Once the relevant Line Manager has signed the form, they will ensure the form is also passed
to you. You will again be required to sign the form to confirm the duties described are an
accurate reflection of the role.
After signing the form you should return it to the applicant so they can submit it to their Role
Analyst and the applicant can be considered by the Job Evaluation Panel.
5. TIMESCALES
Although applications for job evaluation can be submitted at any time, the job evaluation panels
will be held annually normally in February or March. As role analysis needs to be carried out
before the Job Evaluation Panels can commence, there will be a cut off deadline before each
panel by which all the Decision Record Forms confirming the outcome of stage 1 must be
submitted to your HR Adviser. These deadlines will be published on the HR Intranet Site.
6. ADVICE
If you have any queries about the job evaluation process, please contact the HR Adviser for
your area.
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