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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?.

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The GLPC Job Evaluation Scheme

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  1. The GLPCJob 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. 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 Introduction to the 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. 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 PeopleIntroduction

  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 Level1-2 • 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 InnovationIntroduction 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/RelationshipsIntroduction 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 directive Level 1-2 • identifying service needs Level 3 • authority to provide resources Level 4-5 • significant implications Level 6 • range of complex, contentious Level 7-8 • issues

  16. DecisionsIntroduction 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. ResourcesIntroduction 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 responsibility Level 1 • Small items of cash and equipment Level 2 • Smaller plant Level 3 • Larger vehicles and plant and large sums of cash Level 4 • Major resources Level 5

  20. Work EnvironmentIntroduction 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 area Level 3 • Frequent changes, conflicting priorities Level 4 • Management of constant change and Level 5 conflicting priorities Physical Demands • Normal physical effort Level 1 • Periods of substantial effort, awkward positions Level 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 Inside Level 1 Inside/outside-moderate conditions Level 2 Outside, considerable noise, exposure Level 3 to all weather conditions Continuously outside, exposure to all Level 4 weather conditions Work Context Minimal risk Level 1 Potentially some risk Level 2 Potentially moderate risk Level 3 Potentially substantial risk Level 4

  23. Knowledge and SkillsIntroduction 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. 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

  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 nature Level 8

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

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