These webpages provide you with information about Job Evaluation including the latest news in the communication section below.
Job evaluation provides the route to creating the evaluated rank order of jobs to laying the foundation for a new pay and grading scheme. Jobs in the council must be evaluated so that each job is fairly ranked. The rank order of jobs will then support the work to design a new pay and grading scheme, which will be a separate project.
Much of this involves your participation in the interview process. If selected, this is your opportunity to tell the Job Evaluation Team about your job.
Every job will be evaluated but we won't have to interview everyone in the council. The most common jobs in the council (benchmark jobs) will be evaluated first, followed by secondary benchmark jobs (broadly similar work) and unique jobs (carried out by only one person).
The job evaluation methodology the council has chosen is the SJC Job Evaluation Scheme Third Edition. This is the scheme used by the majority of Scottish councils to assess jobs to comply with the Equality Act 2010.
Employee briefing 1 - August 2019 - includes an overview of job evaluation and the first step - how we will evaluate jobs
You can read the ACAS guidance to Job Evaluation here and the practice manual of the SJC JE Scheme third edition here [731kb] including the definition of the 13 scheme factors.
These are the various questionnaires that will be used for interviews:
Job Evaluation Questionnaire - Full Version [162kb]
Job Evaluation Questionnaire - Reduced version [109kb]
Job Evaluation Questionnaire – No Questions Version [62kb]
When evaluating the jobs the following principles will apply:
The main steps to evaluate all jobs in the council are explained below.
Step 1 - list all the jobs
Gather information about all jobs in the council from role profiles and service managers then categorise the jobs into groups: benchmark, generic and unique jobs.
Step 2 - gather information
Job holders will be asked to describe what their job involves in an interview with a job analyst. The information will be captured using an electronic questionnaire.
Step 3 - consistency checking
Job analysts will use all the information gathered about jobs to make sure the job facts are consistent.
Step 4 - check the facts
Line managers are then asked to check the facts in the job overview documents for the jobs in their area.
The job holders who were interviewed will also be asked again to check the facts in the job overview.
Step 5 - evaluation of jobs to create a rank order
All jobs evaluations are agreed by the Operational Steering Group including representatives from the council family and trade unions.
Step 6 - Appeals process
Everyone will have the opportunity to appeal their job outcome.
A Job Evaluation Team has been set up to carry out interviews with staff. You can find out who's in the team here [230kb].
An Operational Steering Group, consisting of Management representatives and Trade Union representatives from every part of the council family, will oversee the process. The employee briefing has been produced by the steering group. Minutes from the steering group will also be published on this page.
You will find the OSG Terms of Reference [227kb] here.