Policy overview
This policy implements national and locally-negotiated agreements covering job evaluation and grading. We will implement these fairly and consistently and in compliance with equal pay requirements.
Schools that have adopted the Collective Agreement of April 2007 should also implement this policy.
The local authority (LA) may make representations to the governing body in schools where:
- the local authority (LA) is the employer
- and, the governing body has not adopted the collective agreement
If the LA has concerns about the grading, this must take place within seven days of receiving their recommendation of a support staff appointment.
This policy does not apply to:
- fire employees on grey and gold book terms and conditions
- employees on teachers' terms and conditions
- employees on Soulbury terms and conditions
We will implement this policy to comply with equal pay regulations, in line with our diversity and inclusion policy.
This policy lays down the minimum requirements for managers and HR. This ensures that we take into account equal-pay requirements.
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.
Single spine column points
We may pay posts with limited potential for development on a single spine column point. The point will relate to the job evaluation points scored for that post. This will be for a maximum of 12 months.
We may consider occupations for single pay points, as required by the National Single Status Agreement, when:
- there are a limited number of tasks
- there is no ability to vary the work or how it is carried out
- there will be no supervisory responsibility
- decisions are limited to very routine, common-sense matters
- work will be self-selecting (the method of working is laid down with no ability to vary)
- postholders will have no authority to change the working method
- a range of skills is not required and is limited to those needed for everyday jobs
- formal qualifications are not necessary
- no creative ability is required
- any training required is limited to a few days or less
- there is no scope for advancement, within the post, once individuals are competent at the basic job
This list is not exhaustive and provides guidance only.
Development of staff on single point jobs
There are a limited number of posts which are on a single point within a grade. Managers should review the design and content of the job to allow for development and creativity. They can do this either during performance and development appraisal or at another appropriate time. The questions managers should ask are:
- Is there scope to increase the tasks and responsibilities in the employee's current role?
- When re-evaluated would this allow for incremental progression within the grade?
- Does the employee have suitable skills or experience to undertake development?
- Are there activities which will enable the employee to carry out a revised role with incremental progression?
- Is it possible to combine one part-time job with another to provide the employee with incremental progression?
Progression schemes and career grades
We have a number of directorate based progression schemes to enable employees in designated posts to progress to a higher grade or grades. The schemes set out how employees can move from one evaluated grade to another.
We refer to such schemes in job advertisements and contracts of employment.
We evaluate each stage on a career scheme. Employees must possess the knowledge and skills to work to the job description relating to the level of the post.
We may appoint employees above the minimum of the scheme. This may apply where they possess the ability to work to the higher-level job description.
We will include statutory qualifications in the appropriate job description.
Employees appointed to a single spinal column point as a spot salary are not entitled to incremental pay progressions. They will, however, be expected to take part in one to ones and performance and development appraisals as appropriate for their role.