Job Evaluation

What is Job Evaluation?

Job evaluation is a systematic approach of deciding the relative worth or size of jobs. In Torfaen County Borough Council we use the Greater London Provincial Council Scheme (GLPC). The scheme is widely used throughout Wales and has been applied for over 40 years and covers over 100,000 employees. It was jointly written with the Equal Opportunities Commission and has been commended for its principles of equality and fairness.

How does Job Evaluation Work?

The content of the job is examined against a number of criterion or factors. 

There are 7 factors against which the content of the job will be evaluated. Within each of these factors there is a level for which a point score is awarded. The percentage points available for each factor are shown below: 

How does Job Evaluation Work?

Factor		% Points
Supervision and Management of People		10.5
Creativity and Innovation		10.5
Contacts and Relationships		15.4
Decisions	Discretion	10.5
	Consequences	6.3
Resources		5.3
Work Environment	Work Demands	4.2
	Physical Demands	2.5
	Working Conditions	2.5
	Work Context	3.3
Knowledge and Skills		28.9

The following gives an explanation or definition of the above factors and explains what is considered to determine the level the post operates at: 

Supervision and Management of People 

This factor measures the degree of responsibility for the supervision/ management of employees and others for whose work the post can be considered directly accountable and in particular the qualitative aspects of supervision/management of staff. 

In assessing this factor consideration is given in all cases to whether full accountability exists, the inherent difficulties to the work being supervised/ managed and the level of the difficulty of supervision/ management. In particular where supervision/management is made more difficult because of the wide physical dispersal or mobility of staff. 

The level considers:-

• How many employees are supervised / managed?
• Number of voluntary workers or contracted staff issued with directions and instructions and requiring regular monitoring
• Are the staff managed / supervised in different work locations?
• Does the post manage temporary employees, how many and what length of time?
• What different areas of work are undertaken by the employees managed?

Creativity and innovation

This factor considers the extent to which the work requires innovative and imaginative responses to issues and resolution of problems. 

It assesses the details, implication, variety and complexity of problems, the recognition and interpretation of evidence, consideration of alternatives and the development of solutions. 

All public sector work is to a greater or lesser extent carried out with regard to the broad policy objectives of the organisation concerned. The purpose of this factor is to measure the degree of creativity required to ensure the satisfactory completion of the individual function, task etc. 

The level considers:

• How does the postholder problem solve?
• How does the post require the postholder to recognise and interpret evidence, consider alternatives and develop solutions?
• How is the work undertaken determined or assisted by guidelines, systems and procedures?

Contacts and relationships

This factor measures the degree of personal contact and appraises the nature of the relationship with other people which are required to be maintained by the postholder in the course of the job. 

Relationships may involve dealing with the physical, mental, social, financial and environmental well being of clients. 

Contacts must play a significant part in the duties of the job and be frequently made. 

The level considers:

• What contacts the postholder has with clients / customers / colleagues / elected members?
• What issues are dealt with?
• Are the issues contentious or complex?
• What skills are required, e.g. persuasion, sensitivity, care, compassion?

Decisions - discretion and consequences 

This factor considers both the requirement to make decisions or recommendations as a regular feature of the work and the consequences of those decisions or recommendations. 

The discretion factor will assess the need to make choices, the accountability for the outcome, the constraints upon decisions and the availability of guidelines, advice, precedents, regulations and procedures which will determine the extent of discretion. 

The consequences factor will assess the nature of the consequences or the outcome of the decisions which will be considered in terms of the effect upon people, property, finance, budgets, policies, objectives, targets, etc. both inside and outside the department or the authority. 

The level considers:

• What instructions, guidelines, rules or procedures there are as part of the job?
• What decisions are made?
• Does the postholder provide advice or input to the decision making of others?
• What effect does the decisions made have, in the short and long term?
• Do the decisions made have an effect on service users, service provision, the council as a whole, the public or other organisations?

Resources

This factor assesses personal and identifiable accountability for physical and financial resources including those of clients. This accountability will involve the handling and the security, safekeeping, proper use, and/or repair and maintenance of resources. 

The level considers:

• Does the postholder handle cash, cheques? What is their value?
• Is the post responsible for equipment, tools, machinery? What is its value?
• Is the post responsible for buildings, premises, external locations? What is your responsibility?
• Is the post responsible for supplies or stock? What is your responsibility?
• Is the responsibility permanent or on a rota basis?

Work environment

This factor considers four elements characterising the environment within which the work is carried out. The elements are assessed separately:- 

Work Demands - This considers the impact of deadlines, the frequency and suddenness of demands for changes between work, communication problems, and the resolution of conflicting resource needs and priorities on the work of the post holder. 

The level considers:

• What deadlines have to met?
• Are there conflicting priorities?
• How often does the postholder have to work under pressure and to deadlines?

Physical Demands - This element considers the amount and continuity of physical effort required. It also covers manual dexterity where speed and accuracy or consistently high use of IT equipment is a valid requirement of the job. 

The level considers:

• Does the postholder have to work in awkward/constrained positions?
• Would the postholder have to bend, crouch, stretch, lift, carry, or walk?
• What time is spent doing these activities?

Working Conditions - This element considers the exposure to disagreeable or unpleasant working conditions present in the physical environment. This includes for example dirt, dust, lighting, inclement weather, noise, ventilation, vibration and disagreeable and unpleasant working conditions associated with caring responsibilities. 

The level considers:

• How often the postholder would have to work in unpleasant conditions?

Work Context - This element considers the potential risk to health and general well being of illness and injury, emotional as well as physical inherent in the job, including abuse, aggression and risk of injury from the public. 

The level considers:

• Does the postholder have to take any special measures to reduce the risk or control the environment before or while working there?
• Does the postholder have to make use of any safety equipment or special clothing, or make sure others are using it?
• Does the postholder have emotional demands from circumstances or behaviour of other people?

Knowledge and Skills 

This factor measures the knowledge and skills, in their broadest sense, in relation to the work or discipline required for the competent performance of the full duties and responsibilities of the job. 

These may include technical, professional, operational or specialist disciplines as well as caring, interpersonal, literacy and linguistic skills, diplomacy, sensitivity, tact, dexterity, numeracy, knowledge of equipment and machinery, operational techniques, concepts, theories, procedures and communications and management skills. 

The level considers:

• What training is needed for the job?
• What areas of work are covered?
• What skills are needed to do the job?
• Does the postholder need any practical experience in order to carry out your job?

A full copy of the scheme showing the levels and points scores is available in the GLPC Job Evaluation Scheme.

How do I find out more information?

If you want further information on the job evaluation process please contacts the job evaluation team as follows:- 

Nicola Hitchings
Job Analyst
Tel: 01495 766588 

Tina Hulme
Employee Services Manager
Tel: 01495 766438

Last Modified: 31/03/2023 Back to top