The GLPC Job Evaluation Scheme
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Transcript The GLPC Job Evaluation Scheme
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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Consultation
Training
Tools for collecting job data
Personal protection
Appeal arrangements
Monitoring and Review