Job Evaluation Good Practice Guide - The Civil Service

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The write up should avoid: judgmental or general statements withoutsupporting evidence; unnecessary terminology and jargon; and genderreferences - all of which could give an unfair slant on the actualresponsibilities of the role.The written evidence is likely to be more accurate if it is done as soon aspossible after the JEGS interview. Avoid banking up interviews for writing up.The write up should be sent to the role holder and their line manager to “signoff” the accuracy of the evidence before evaluating the role. It will then havethe status of an agreed job description.AnalysisThe additional guidance/examples in the JEGS booklet (the left hand pages)can be developed to better reflect the business of your organisation. Anyrevisions to the JEGS handbook should be approved within the organisation(e.g. by the steering/working group) and by the Cabinet Office. The CabinetOffice holds additional ‘left hand’ guidance which may be of use whenevaluating specialist roles (e.g. lawyers and curators).As analysts become more experienced in the use of JEGS, internal standardsof application for each of the JEGS factors will develop. To ensure thatcurrent and future JEGS analysts are consistent in applying these standards,it is essential that they are recorded. The most efficient way of doing this is toamend/add to the left hand guidance of the JEGS booklet.Avoid “double counting” - i.e. giving credit for the same specific aspect of arole in more than one factor.Use the JEGS software challenge facility to check for possible inconsistenciesbetween the factors and as a prompt for rechecking the evidence used for thequestion responses. Do not, however, amend assessments simply to reducethe number of challenges.For all responses – not just those that are protected explicitly by legislation,your judgement must be defensible, realistic and auditable. It should bepossible to independently follow the evidential steps that led to yourassessment and choice of response, especially where legislation is (rightly)likely to attract acute attention, and particularly if your assessment is at the topof the range.Quality AssuranceBuild cross-marking into the analysis process (i.e. get second opinions fromother analysts based on the JAF and the write up). The analysts should thendiscuss and agree on the final assessment.Group evaluations can help in achieving balanced assessments. They arealso useful for maintaining standards of application across evaluators. Groupevaluations can be particularly beneficial in the early days of using JEGS, or ifyou have a new intake of analysts.8
Regular meetings of all JEGS analysts (e.g. 6 monthly evaluation panels) area useful way of maintaining common standards of application throughout theorganisation.The 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. The 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 GUIDANCEThe JEGS Handbook provides guidance and examples that set the centralstandards for the application of JEGS.Job Evaluation 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)The Equal Opportunities Commission’s “Job Evaluation 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
Page 1: Job EvaluationGood Practice GuideOc
Page 5 and 6: INTRODUCTIONPurpose of the GuideThi
Page 7 and 8: ADOPTING OR REVIEWING JEGSThe selec
Page 9 and 10: APPLYING JEGSThe key to achieving f
Page 11: InterviewInterviewing skills should
Page 16 and 17: Annex 2JOB ANALYSIS FORMNameLevelRo
Page 18 and 19: Knowledge and SkillsWhat knowledge
Page 20 and 21: Problem SolvingPlease give examples
Page 22 and 23: AutonomyWhat guidance is available

Job Evaluation Good Practice Guide - The Civil Service

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