1. The GLPC Job Evaluation Scheme Single Status

2. Domestics

3. Agenda Introduction to the Scheme The factors –Supervision/Management –Creativity/Innovation –Contacts –Decisions –Resources –Work Environment –Knowledge and Skills

4. 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

5. 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 pre- determined scale Total points determine a job place in rating order The format of the GLPC Job Evaluation Scheme

6. Objectives Integrated single-status scheme Jointly owned with the Unions Advice from Equal Opportunities Commission Agreed pay and grading structure

7. Advantages Provides a rationale for decisions Less subjective than other techniques Equitable Will stand as a defence for equal value

8. The Factors

9. 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

10. Supervision/Management of People Aspects of Management  Dispersal  Deputising  Contact (non-direct)  Working arrangements (seasonal)

11. Supervision/Management of People Factor Levels Definitions  Little/occasional supervision Level 1-2  Full Permanent Level 3  Direct Management Level 4-5  Overall accountability Level 6-7 Type of Work  Same Level 1-4  Diverse Level 5  Range of activities/functions Level 6-7

12. 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

13. Creativity and Innovation Factor Levels Definitions  constraints of guidelines Level 1-4  range of solutions/responses Level 5  not limited by a ‘precedent’ Level 6-7  major service implications Level 7

14. 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

15. Contacts and Relationships Factor Levels Definitions  non contentious directiveLevel 1-2  identifying service needsLevel 3  authority to provide resourcesLevel 4-5  significant implicationsLevel 6  range of complex, contentiousLevel 7-8  issues

16. 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

17. 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 Level 1-2  Significant Implications for service, employees Level 3  Major impact on service provision Level 4  Major policy impact on Council policies across Level 5 a number of departments on large numbers of people or outside organisations

18. 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

19. Resources Definitions  Little or no responsibilityLevel 1  Small items of cash and equipmentLevel 2  Smaller plantLevel 3  Larger vehicles and plant and large sums of cashLevel 4  Major resourcesLevel 5

20. 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

21. Work Environment Factor Levels Work Demands  Minimal effect of interruption Level 1-2  Changes in work areaLevel 3  Frequent changes, conflicting prioritiesLevel 4  Management of constant change and Level 5 conflicting priorities Physical Demands  Normal physical effortLevel 1  Periods of substantial effort, awkward positionsLevel 2  Short periods of intense effort and awkward Level 3 positions  Intense effort, substantial effort, awkward Level 4 positions

22. Working Environment Factor Levels Working Conditions InsideLevel 1 Inside/outside-moderate conditionsLevel 2 Outside, considerable noise, exposure Level 3 to all weather conditions Continuously outside, exposure to allLevel 4 weather conditions Work Context Minimal riskLevel 1 Potentially some riskLevel 2 Potentially moderate riskLevel 3 Potentially substantial riskLevel 4

23. 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

24. 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

25. Knowledge and Skills Factor Levels Definitions  Basic knowledge-readily understood rules Level 1-2  Good standard of practical knowledge Level 3  Specialist discipline Level 4  Relationship between functions and disciplines Level 5  Work of complex nature Level 6  Work of a more complex nature Level 7  Work of a highly complex and diverse natureLevel 8

26. Framework implementation agreement Consultation Training Tools for collecting job data Personal protection Appeal arrangements Monitoring and Review