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Glasgow City Council

Job Evaluation - frequently asked questions and answers

Questions

You'll have many questions to ask so please make use of the dedicated job evaluation email JE-SUPPORT@glasgow.gov.uk  Frequently asked questions will be published on this page.

I am approaching retiral age, at what date will the new pay and grading scheme impact upon pensions?

Job evaluation is scheduled to be implemented on 1st April 2021.  If as a result of Job Evaluation and the implementation of a new pay and grading structure you experiences a compulsory and permanent reduction or restriction in pensionable pay, a "Certificate of Protection" may be issued.  Full details of the "Certificate of Protection" are available from the Strathclyde Pension Fund Office website: www.spfo.org.uk

I am on maternity leave, will I be selected to attend a job evaluation interview?

While on Maternity Leave, Adoption Leave or Shared Parental Leave, you could be nominated to participate in the job evaluation data gathering process.  In such circumstances, you may wish to do so utilising "Keep In Touch (KIT) Days".  Alternatively if participation does not suit, you may decline the invitation.  Further information about "Keep in Touch Days" are available on Connect : Maternity, Adoption, Shared Parental & Paternity Support Leave/Pay Provisions.

My job is specialist in nature, how will job evaluation evaluate my job?

The Job Evaluation Scheme was developed to reflect the range of jobs founds in Scottish Local Government.  The demands of jobs are evaluated against 13 factors which capture the full range of demands likely to be found in the Scottish Job Population, including those of a technical/specialist nature.  You can find full details about the evaluation process in the "SJC Job Evaluation Scheme 3rd Edition" documentation available on the Job Evaluation webpage.

I am currently in a seconded role and have a substantive position in another service, how will my job be evaluated?

Job Evaluation evaluates jobs, not people, therefore if you are currently employed in a seconded position within the organisation, both your seconded and substantive roles will be evaluated.  Once the Job Evaluation Scheme is implemented into the new pay and grading structure you will be paid according to the grade of the position in which you are employed at that time.  Once you return to your substantive role, you would be paid at the corresponding new grade/rate of pay for that job

I have participated in a Job Evaluation interview with an organisation called Action 4 Equality, is this evaluation considered as part of the Job Evaluation exercise.?

No.  All job evaluations undertaken as part of our Job Evaluation process are undertaken by our own trained job analyst team.  Any interviews conducted by any external organisation do not form part of our Job Evaluation exercise and will not contribute to the outcomes of Glasgow City Council's robust job evaluation process. 

How do I know which benchmark job relates to my job?

The Job Evaluation Scheme considers Jobs in three groupings, Benchmark, Generic and Unique.  Currently the Job Evaluation process is focusing on Benchmark jobs at grade 1 to 8.

A Benchmark Job is one of a representative sample of jobs used for evaluation purposes to develop new structures to be applied to all jobs.  Our selection of benchmark jobs includes jobs with a high population of job holders at grades 1 to 8 in each service.

The full list of accepted Benchmark Jobs and their associated job titles are available on the pdf icon job evaluation website [275kb]

Do not be concerned if you do not see your job title matched to a Benchmark Job, this is because your job is categorised as generic or unique:

  • Generic jobs have multiple job holders, but in smaller volumes than benchmark jobs.
  • Unique jobs have a very small number of job holders.

Across the organisation there are many job titles which actually describe the same job, with the same demands.  The reasons for this vary and include situations in which:

  • Job titles may have changed over time and vary depending on when vacancies were filled.
  • Job titles include wording which relates to the working arrangements of the job, such as "term time" rather than the nature of the job.
  • Service reforms over a number of years have resulted in colleagues working together, undertaking the same work having different job titles.   

Each service undertook a review of their job titles and produced an accepted positions list, grouping together those jobs which would generally be accepted as being the same.  The benchmark jobs were then derived from the list of accepted positions.

Therefore while you may not see your particular job title in the list of Benchmark Jobs, it may be accepted as being the same job title for the purposes of job evaluation.

You can see the full detail of this in the Benchmark Jobs list on the Job Evaluation webpage.  The examples below show how individual job titles relate to a benchmark position in Education Services and Development and Regeneration Services.

Example 1

Within Education Services, within Benchmark job BM009 there are job holders with ten different job titles which have been accepted as being a Grade 3 Clerical Assistant:

Job Title (as per SAP)

Accepted Benchmark Job Title

Current Grade

Benchmark Number

Clerical Assistant

Clerical Assistant - 52 Weeks

Clerical Assistant Term Time

Clerical Assistant (TT)

Clerical Assistant 52 Week SQA

Clerical Assistant - Term Time

Clerical Officer

Clerical Assistant - Term-Time

Customer Service Advisor

Clerical Assistant (52)

Clerical Assistant

Grade 3

BM009

 

Example 2

Within Development and Regeneration Services, within Benchmark job BM005 there are job holders with four different job titles which have been accepted as being a Grade 1 Catering Assistant:

Job Title (as per SAP)

Accepted Benchmark Job Title

Current Grade

Benchmark Number

Catering Assistant

Catering Assistant (BC)

Catering Assistant (BC) (ASL)

Catering Assistant (BC) (EY)

Catering Assistant

Grade 1

BM005

 

It is possible that job evaluation will determine that all the jobs within the Benchmark are not exactly the same and consequently evaluate differently.  The Job Evaluation scheme allows for such situations and these will be considered through the implementation of quality assurance and consistency checking.

Will job evaluation affect my pay?

At this stage we don't know how job evaluation will affect individuals but we do know that everyone will be affected as all jobs will be evaluated.

The pay and grading scheme to be applied following the job evaluation process hasn't been chosen yet. This will be the decision for a future committee. In the meantime all jobs in the council have to be evaluated and placed in a ranked order to make sure that every job is categorised in the right way - then a pay and grading scheme will be applied to determine everyone's pay.

It's important that everyone understands that job evaluation is the route to a new pay and grading scheme.

When are any changes to pay likely to happen?

The aim is to implement the new pay and grading scheme by March 2021.

How will you carry out the job evaluations?

There are thousands of jobs in the council family and we don't need to interview everyone individually. Jobs will mainly fall into three categories:

Benchmark (the most common jobs) and generic jobs (jobholders who do broadly the same work) these groups can be covered by a single evaluation with a representative number of staff being interviewed for each category.

Unique jobs (carried out by only one person) - all other jobs are more likely to be evaluated with one-to-one interviews.

Everyone selected for interview will complete an electronic questionnaire. The questionnaire will follow scheme factors to evaluate jobs and this helps to avoid aspects of jobs more commonly performed by women being omitted or undervalued in the evaluation process, compared to those of jobs more commonly carried out by men.

What is a benchmark job?

Benchmark jobs are jobs from the council family undertaken by large numbers of staff doing the same work. This can also include some generic jobs undertaken by staff doing broadly the similar work in different teams, such as clerical and admin jobs. The ten benchmark jobs undertaken by the largest groups of employees cover more than 50% of the workforce.

How will you pick people for interview from the job groups?

The Job Evaluation Liaison Officers in HR teams and line managers will be involved in consulting with benchmark job holders to attend briefings and interviews.

The local line management team will ask staff to volunteer for interview according to the scheme selection criteria, which includes:

  • have at least two years' experience in the job
  • can easily describe what they do
  • are comfortable discussing their job with a trained analyst
  • are able to complete a questionnaire and review a job outcome document
  • are broadly representative of people doing that job.

Who will carry out the job evaluation interviews?

Interviews will be carried out by trained job analysts and information will be captured using an electronic questionnaire - the same questionnaire is used for everyone.

Everyone who volunteers to be interviewed can ask for a trade union representative or a third person to be present.

During a job evaluation will my performance be assessed?

No, job performance is not assessed.

The aim is to evaluate the job, not the jobholder, and to provide a way of assessing the demands of a job that is as objective as possible. Jobs will be evaluated as they are now rather than how the job was previously done or might be done in the future.

When evaluating the jobs the following principles will apply:

  • Evaluate jobs notpeople
  • Assume the jobholder is fully competent, do notconsider the individual's performance
  • Evaluate jobs as they are now, notas they were or might be
  • Evaluate job content, not perceptions or desired levels of pay or importance.

What will the outcome of job evaluation be for me?

All jobs evaluations are agreed by the Operational Steering Group including representatives from the council family and trade unions. After this can been agreed every employee will receive a job overview detailing the demands required to do their job.

Jobs are then placed in a rank order according to the overall demands placed on the job holders as determined by the evaluation process. This provides a basis for a fair and orderly grading structure.

Everyone will receive a statement of particulars detailing the grade and pay applicable to their job outcome.

Do I have the right to appeal my job outcome?

Every employee will have the right to appeal their outcome from job evaluation. We will tell you more about this process once the details have been agreed with the Trade Unions and before job outcomes are published.

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