Job Evaluation Procedure

Purpose and Context

To provide guidance on the operation of the job evaluation process.
Scope
This procedure covers all academic, support and service staff posts in the University,
up to and including Grade 10.

1. The Job Evaluation Scheme

1.1 The University uses the Hay Guide Chart Profile Method of Job Evaluation to provide
a framework for consistent judgements to identify and measure differences between
jobs.

Grades Total Job Size

2 0 - 62

3 63 - 84

4 85 – 134

5 135 – 191

6 192 – 268

7 269 – 370

8 371 – 518

9 519 – 734

10 Above 734

1.2 The job evaluation process will:

a) consider the post and not the personality or performance of the post holder
b) be based upon an assumption of standard, competent performance to ensure
consistency
c) evaluate jobs as they exist now and not how they used to operate or might operate
in the future.

1.3 The job evaluation system makes comparative judgements relating to:
a) Know-How – the knowledge, skill and experience required for standard
acceptable performance. It considers the requirement for technical and
 professional skills, expertise and experience, the amount of planning and
organising required and the requirement to work with and through others.
b) Problem Solving – the thinking required for analysing, evaluating, creating,
reasoning, arriving at and drawing conclusions; the extent to which this thinking
is covered by precedents or circumscribed by standards; and the degree of
creativity or original thought required.
c) Accountability – the freedom to act measured through the existence or absence
of constraints by managers, committees and procedures and the impact of that
action on the University.

2. Job Evaluation Panels

2.1 All Job Evaluation Panels will consist of three trained evaluators.

2.2 All evaluators are required to keep their training up to date through practice. Evaluators
who have not participated in a panel over the course of a year may be required to
undertake refresher training before participating on a Job Evaluation Panel.

2.3 As far as is reasonably practicable, Job Evaluation Panels will maintain a gender
balance and will include a trained evaluator from a relevant trade union.

2.4 The Job Evaluation Panel will always contain a majority of members from the relevant
staff grouping e.g. a majority of academic staff evaluators will be included on panels
considering academic staff posts.

2.5 Job Evaluation Panels will not include evaluators working directly in the work area of
the post under consideration.

2.6 Job Evaluation Panels will not include evaluators where their position would be
influenced by the outcome of the evaluation.

3. Process – New Posts

3.1 Where existing job descriptions are used no evaluation will be required. Where
changes are made to existing job descriptions the procedures in section 4 onwards will
be followed.

3.2 A job description, person specification and job evaluation questionnaire should be
completed and forwarded to the Human Resources Manager assigned to the
School/Service together with a structure chart which shows the reporting lines for the
post.

3.3 Details will be forwarded to the next available Job Evaluation Panel and a grade
assigned.

4. Process – Changes to existing posts

4.1 Some roles may change over time depending on operational requirements however
not all will undergo significant changes to warrant a re-evaluation. There must have
been a significant and permanent change in the work and responsibilities of the role to
affect the grade outcome. Additional or new duties at the same level of responsibility
and/or complexity will not normally result in the job being graded to a higher level. Job

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 Evaluation does not take account of the performance of the role holder; the evaluation
assumes that the job is being done to a competent level.

4.2 The line manager should agree a revised job description, person specification and job
evaluation questionnaire with the staff member and submit these to the Human
Resources Manager. An initial assessment will be made to identify significant and
material changes to the post.

4.3 Where significant and material changes are identified the post will be forwarded to the
next available Job Evaluation Panel meeting and a grade assigned.

4.4 Where significant and material changes are not identified the post will not proceed to
evaluation and the manager should have further discussions with the staff member.

4.5 Jobs will not normally be re-evaluated within a 12 month period, unless considered
under the Appeals Process or for the purposes of reorganisation.

5. Process – Restructures

5.1 Where there is restructure project planned, the School / Service should submit all
affected job descriptions to HR for consideration in the first instance.

6. Grade Outcomes

6.1 Where a job is upgraded, the individual will be placed on the bottom scale point of the
new grade. All evaluation outcomes will be effective from, and backdated to, the date
it was confirmed that the individual undertook the role, as confirmed by the line
manager.

6.2 Where a job is downgraded, the individual will be placed on the top point of the new
grade effective from the date of the Job Evaluation Panel.

6.3 Incremental progression will proceed as normal.

7. Grade Appeals

7.1 Where an individual is dissatisfied with the outcome of the Job Evaluation Panel an
informal meeting can be requested with Human Resources (and a member of the job
evaluation panel, if no Human Resources representative on the panel) to discuss the
reasons for the evaluation outcome. The staff member is entitled to be represented at
this meeting by a friend or trade union representative. The purpose of the meeting is to
provide feedback on the evaluation, and not to change the outcome of the Panel.

7.2 If the staff member remains dissatisfied they can request a second evaluation. The Job
Evaluation Panel will contain a majority of members from the relevant staff grouping,
including a trade union representative from the relevant group where reasonably
practicable.

7.3 The decision of the second evaluation panel is final.

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8. Reporting

8.1 Reporting of Job Evaluation Panels and outcomes can be provided to relevant
University groups by Human Resources on request.

9. Training
8.1 Human Resources will conduct training for new evaluators or refresher training on an
as and when required basis to ensure there are sufficient and appropriate evaluators
available to sit on job evaluation panels.

8.2 All staff members who volunteer to undertake job evaluation training will be required to
sit on at least one job evaluation panel each year.

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POLICY SIGN-OFF AND OWNERSHIP DETAILS
Document name: Job Evaluation Procedure

Version Number: V1.4

Equality Impact Assessment: Completed 15.05.18

Approved by: Head of HR

Date Approved: 15th October 2021

Next Review due by: 31st October 2023

Author: HR Manager

Owner (if different from above): Director of Human Resources

Document Location: https://www.hud.ac.uk/media/policydocuments/Job-

Evaluation.pdf
Compliance Checks: HRG regularly review to ensure compliance

Related Policies/Procedures:

REVISION HISTORY

Version Date Revision description/Summary of Author

changes
V1.1 November Formatting updates (minor amends HR Manager
2016 not requiring committee approval)

V1.2 November Formatting updates (minor amends HR Manager

2019 not requiring committee approval)
and transference to new template
V1.3 August 2020 Typographical error HR Manager

V1.4 October Formal review. Minor amends not HR Manager

2021 requiring committee approval

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