the glpc job evaluation scheme
DESCRIPTION
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?. - PowerPoint PPT PresentationTRANSCRIPT
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The GLPCJob Evaluation Scheme
Single Status
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Domestics
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Agenda
• Introduction to the Scheme
• The factors– Supervision/Management– Creativity/Innovation– Contacts– Decisions– Resources– Work Environment– Knowledge and Skills
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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
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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
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Objectives
• Integrated single-status scheme
• Jointly owned with the Unions
• Advice from Equal Opportunities Commission
• Agreed pay and grading structure
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Advantages
• Provides a rationale for decisions
• Less subjective than other techniques
• Equitable
• Will stand as a defence for equal value
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The Factors
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Supervision/Management of PeopleIntroduction
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• PlanningNumber Supervised• Head count
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Supervision/Management of People
Aspects of ManagementDispersalDeputisingContact (non-direct)Working arrangements (seasonal)
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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
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Creativity and InnovationIntroduction
ObjectivesTo 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
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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
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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 regularitysignificance
Natureemphasises direct contactadvising, caring, supporting fact finding-evaluating, monitoring interviewing, influencing, persuadingproviding information
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Contacts and Relationships
Factor Levels
Definitions
non contentious directive Level 1-2 identifying service needs Level 3authority to provide resources Level 4-5significant implications Level 6range of complex, contentious Level 7-8 issues
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DecisionsIntroduction
ObjectivesTo 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
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DecisionsFactor 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
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ResourcesIntroduction
ObjectivesTo 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
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Resources
Definitions
Little or no responsibility Level 1Small items of cash and equipment Level 2Smaller plant Level 3Larger vehicles and plant and
large sums of cash Level 4Major resources Level 5
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Work EnvironmentIntroduction
ObjectivesTo 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
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Work EnvironmentFactor LevelsWork 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
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Working Environment
Factor LevelsWorking ConditionsInside 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 ContextMinimal risk Level 1
Potentially some risk Level 2
Potentially moderate risk Level 3
Potentially substantial risk Level 4
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Knowledge and SkillsIntroduction
ObjectivesTo 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
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Knowledge and Skills
How is it acquired? Formal/informal education/training socially practical experience
DisciplineDiscrete body of
knowledge
SkillPractical
knowledge in conjunction with ability-expertise
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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
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Framework implementation agreement
• Consultation
• Training
• Tools for collecting job data
• Personal protection
• Appeal arrangements
• Monitoring and Review