Job Evaluation Good Practice Guide - The Civil Service
Job Evaluation Good Practice Guide - The Civil Service
Job Evaluation Good Practice Guide - The Civil Service
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Regular meetings of all JEGS analysts (e.g. 6 monthly evaluation panels) area useful way of maintaining common standards of application throughout theorganisation.<strong>The</strong> JEGS software reporting facilities can be valuable for analysing results forpossible discrimination (e.g. between genders, job types, locations, etc.) andfor checking consistency across evaluators.As the Cabinet Office has overall responsibility for the integrity of JEGS, anychanges to the JEGS booklet should be quality assured by us.AppealsEstablish a formal appeals procedure to deal with those cases whereemployees believe that their post has been unfairly evaluated. <strong>The</strong> appealscommittee members should be representative of the workforce, trained in jobevaluation and aware of the possible areas of discrimination in job evaluation.RESPONSIBILITY FOR JEGSIt is essential that someone is responsible for maintaining JEGS standardswithin your organisation. This responsibility should include: ensuring onlyCabinet Office approved training is used to trained evaluators; that onlytrained evaluators use the system; that standards and calibration aremaintained across evaluators; for maintaining and holding any centraldatabase and “benchmark” roles; and acting as a ‘super-user’ for JEGSsoftware and generally promoting good practices in this guide.It is effective if the person fulfilling this role is the focal point for Cabinet Officecommunications on JEGS/job evaluation issues.ADDITIONAL GUIDANCE<strong>The</strong> JEGS Handbook provides guidance and examples that set the centralstandards for the application of JEGS.<strong>Job</strong> <strong>Evaluation</strong> for Senior Posts (JESP) expertise should be sought whenJEGS assessments score out at 720 points or more. If you are not aware ofyour internal JESP practitioner contact Steve King at the Cabinet Office on020 7276 2231.Commission for Equality and Human Rights (launched in October 2007)will bring together the work of the Commission for Racial Equality (CRE),Disability Rights Commission (DRC) and Equal Opportunities Commission(EOC)<strong>The</strong> Equal Opportunities Commission’s “<strong>Job</strong> <strong>Evaluation</strong> Free of SexBias” is recommended as additional reading. Copies of this and other helpfulreports can be obtained from the EOC website eoc.org.uk or via cehr.org.ukACAS also has some useful material that is available from acas.gov.uk9