1. Briefing for employees A Guide to the National Job Evaluation Scheme

2. Purpose of this session Background The job evaluation scheme Next steps

3. Why we are doing job evaluation Single status agreement 1997 Equal pay for work of equal value National pay award 2004

4. How the scores are worked out Use of job description questionnaire Single joint review panel Quality checks

5. The NJC job evaluation scheme Developed jointly by employers and trades unions Designed to be applied up to scp 49 (ie band E) Covers full range of local authority jobs Small and large councils

6. Factor 1 - Knowledge Technical, specialist, procedural and organisational Breadth and depth Qualifications and experience Link to person specifications 8 levels – 20 points per level

7. Factor 2 – Mental Skills Analytical, problem solving and judgemental skills Nature of problems Nature of information Development of plans/strategies 6 levels – 13 points per level

8. Factor 3 – Interpersonal and Communication Skills All types of communication and caring skills Purpose to which skills are put Complexity and contentiousness Nature of audience 6 levels – 13 points per level

9. Factor 4 – Physical Skills Dexterity and co-ordination Precision and speed Driving and keyboard skills Consequences of error 5 levels – 13 points per level

10. Factor 5 – Initiative and Independence Discretion and decision making Unexpected and unanticipated problems Organisation of workload Proximity to manager 8 levels – 13 points per level

11. Factor 6 – Physical Demands Degree of effort and frequency of demand Working in a constrained position Recognised breaks Weights applied consistently 5 levels – 10 points per level

12. Factor 7 – Mental Demands Mental and sensory attention Enhanced and concentrated Frequency of demands Work-related pressure 5 levels – 10 points per level

13. Factor 8 – Emotional Demands Behaviour or circumstances Frequency and intensity Requirement to respond Excludes verbal abuse 5 levels – 10 points per level

14. Factor 9 – Responsibility for people Direct impact on well-being of others Assessment of needs/implementing regulations Beneficiaries of our activities Advice, guidance and policy development 6 levels – 13 points per level

15. Factor 10 – Responsibility for Supervision Supervision, co-ordination or management Performance Reviews Areas of activity Advice, guidance and policy development 6 levels – 13 points per level

16. Factor 11 – Responsibility for Financial Resources Cash, cheques, invoices, budgets Expenditure or income Accounting v accountable Advice, guidance and policy development 6 levels – 13 points per level

17. Factor 12 – Responsibility for Physical Resources Information, equipment, land, buildings, stocks and supplies Expensive and very expensive equipment Security of buildings Advice, guidance and policy development 6 levels – 13 points per level

18. Factor 13 – Working Conditions Environmental conditions and people- related behaviour Disagreeable, unpleasant, hazardous Working outdoors Other employees 5 levels – 10 points per level

19. Support available to you JE Manual Big issues – ask a question Job evaluation hotline School JE Contact Line manager Trade union representative HR team

20. Next steps Update job descriptions and person specifications Undertake an extensive job-matching process to ensure that all school-based employees, who undertake similar roles are evaluated together Evaluate all the identified job roles Appeals Evaluations of previous roles for back pay purposes