Job Evaluation - The Basics
But the employers (and the unions) have an obligation to implement JE schemes in a manner that complies with the law on equal pay - and some basic principles apply:
1 Real jobs must be evaluated - not ones that are made up or invented by managers
2 Jobs must be evaluated fairly and consistently - against objective (not subjective) criteria
3 Employees must be part of the process - fully involved and not excluded
4 Employees must agree the evidence on which their jobs have been assessed
5 The process must be open and transparent - not shrouded in secrecy
6 The results (i.e. pay and grades) must be easy to understand - and freely available
7 The results must also allow employees to see how their own jobs have been scored - compared to other jobs within the wider workforce
8 The process must be reviewed for rogue results and any evidence of bias - to ensure it is fair and non-discriminatory
How does that measure up with the way job evaluation has been introduced in your area?
Over the next few weeks we're going to look at the Good, the Bad and the Downright Ugly - in some of the key Scottish Councils.
