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    Employee Handbook - Job Evaluation and Job Grading

    The grading of all jobs in EHDC is related to a job evaluation process which is a method of analysing jobs within several common areas, i.e. job responsibilities, dimensions and impact. A numeric score is applied to these factors to determine a ranked order for valuing jobs within the organisation.

    The Council uses the HAY job evaluation system, a credible, well established method, which operates in many different organisations both in the UK and internationally.

    It is important to note that job evaluation relates to posts and the final results of the evaluation do not depend on the individual in the job or their performance.

    Jobs are evaluated by analysing predominant factors of the job and allocating a numerical value to these. The factors used are:

    Know How

    The knowledge, skills and experience required to perform the job to an acceptable standard. Both technical and managerial know how are considered and weight is also given to the level of interpersonal skills needed to perform the role effectively.

    Simply, the system aims to measure "how much knowledge about how many things" the job needs.

    Problem Solving

    The initiative required by the job and the intensity of the mental processes used to apply knowledge to the job. The thinking challenge presented by the job is analysed in conjunction with the freedom to think or creativity demanded to produce solutions to job problems.

    Accountability

    This may be defined as the answerability of an individual for an action required by the job and the consequences of that action upon the end results required by the organisation. This factor is evaluated in terms of freedom to act and impact upon end results vis-a-vis the organisation's objectives.

    The three components for each job are discussed by a job evaluation panel using the relevant job description. A panel will normally comprise of a group of between four and six staff. All Senior Managers, HR Staff and some Union Representatives have been specifically trained in the HAY evaluation technique. Panels may co-opt appropriate managers to clarify any issue which arises during discussions.

    The panel totals the points value of the three components to arrive at a final score which determines the jobs relative rank within the organisation and the grade applicable.

    Salaries for each grade are determined in line with the Council's pay policy.

    Employee Handbook Contents.