Job evaluation and grading
Job evaluation (JE) provides a systematic and consistent approach to defining the relative worth of jobs. It lets us place jobs in a rank order based on the tasks, duties and responsibility of the jobholder.
JE ensures that where work is the same, or of broadly similar nature, we treat all employees equally. Any pay differential is justifiable based on a genuine material factor.
Pay and grading structure
We agree to the pay and grading structure with recognised trade unions for local government services.
Job evaluation scheme
We evaluate all local government services posts, subject to the NJC, as per the GLPC scheme. This is agreed in the collective agreement of April 2007.
The score determines the salary for the job, in line with the pay structure agreed with recognised trade unions.
Managers must complete a template job description [JD] and questionnaire. This ensures evaluators have information in a form compatible with the GLPC scheme.
The GLPC evaluation scheme and guidance on writing job descriptions in the GLPC format is available. HR can provide further information.
Grading process
Managers will write a JD and questionnaire for all new posts and submit for evaluation. HR staff will assess the JD and questionnaire using the electronic GLPC scheme.
If the initial evaluation leads to a revised JD and, or questionnaire that is submitted for re-evaluation (either from an employee through their manager or directly from a manager) the above process will be followed. A post may only be re-evaluated once.
An employee or manager can request a new evaluation of an existing job. The manager will write a revised JD and questionnaire for re-evaluation.
The points total for the factor levels will determine the grade for the post as per our pay structure.
We will report the evaluated scores and factor levels to the manager. We will moderate all evaluations to ensure consistency.
Grading appeals
The right of appeal is within the national conditions of service (green book). This states that: "An employee dissatisfied with the grading of their job is entitled to appeal for a reconsideration of the grading. Procedures will be agreed locally to deal with such appeals."
The GLPC job evaluation scheme considers the following against the factors in the scheme:
- duties
- tasks
- responsibilities
An appeal is against the evaluation outcome. An appeal is not against:
- the GLPC scheme itself
- the pay and grading structure
- the content of the job description
For more details, read the appeals policy for GLPC job evaluation scheme.
An employee cannot appeal a new post until they have been in the post for six months.
The decision of the appeals panel is final and not subject to further review.