The document outlines a webinar on job evaluation presented by Jo Hendrie from EEF, focusing on the purpose, types, and implementation of job evaluation schemes. It discusses various evaluation methods, reasons for adopting a scheme, initial steps for implementation, and provides an example of job ranking based on communication complexity. EEF offers support in designing a tailored job evaluation scheme and fostering in-house capabilities for ongoing maintenance.

1. Job Evaluation
Welcome
24 February 2015
The webinar will begin shortly

2. Presenter
Jo Hendrie
HR Consultant
EEF, the manufacturers’ organisation
jhendrie@eef.org.uk
Moderated by Roger Thomas
EEF, the manufacturers’ organisation
rthomas@eef.org.uk
www.eef.org.uk

3. Agenda
• What is Job Evaluation
• Types of Schemes
• Why Implement a Scheme
• The Process Explained
• How can EEF Help

4. What is Job Evaluation
Job
evaluation
Allocate job to grade
Internal value of the
job role
(Internal relativity)
Pay range
Market value of the job
role
(External relativity)

5. Which of the following roles would you
rank as the most important role in society?
Doctor
(Zoe Hanna in Casualty)
Vicar
(Geraldine Granger in The
Vicar of Dibley)
Teacher
(Daniel Chalk in Waterloo Road)
Refuse Collector
(Bernard Green in Common as Muck)
Salesperson
(Delboy in Only Fools & Horses)

6. Types of Schemes
Non Analytical Schemes
• Job Ranking
• Job Classification
• Paired Comparison
Analytical Schemes
• Use defined core components and compare

7. Further Reasons to Implement
• Introduce New Pay Structure
• Pay Grievances
• Assist Career Management
• Achieve Higher Performance
• Organisational Change
• Benchmarking
• Employee’s Value of Role

8. First Steps
• Management of Change communications
• Conduct Job Analysis and draft Job
Descriptions for each job
• Set up a Steering Group (Management) – the
decision making group
• Set up a Joint Working Group(JWG) or
Evaluation Team

9. Build a Factor Plan –
General Components/Factors Model

10. FACTOR – COMMUNICATION
(TOTAL POINTS 130)
This factor measures the degree and complexityof communicationswithineach JOB.
Levels The JOB involves the following: Points
Level 1 Routine contact inside the business for the purpose of giving
and exchanging information
20
Level 2 Regularly has contact within the Company and outside the
Organisation for the purpose of giving and receiving
information and routine problem solving
40
Level 3 Regular contact with internal and external stakeholders
(including senior contacts) outside the jobholder’s own
department where sensitive, technical or complex
communications and explanations are required.
60
Contacts (POINTS 60) – This sub-factor measures the degree of
communication required in liaising with internal and external contacts.

11. Job Evaluation Scores – Rank Order
1 Sales Office Manager 945
2 Field Sales Engineer 940
3 Finance Manager 830
4 Account Manager 830
5 Application Engineer 745
6 Senior Technical Engineer 720
7 Quality Engineer 690
8 Technical Engineer 655
9 Commercial Administrator 560
10 Administrator 560
11 Marketing Sales Admin 520
12 Credit Controller 495
13 Receptionist/Administrator 490
14 Purchase Ledger Clerk 475

12. How can EEF help
• Work with you to design a bespoke Job
Evaluation Scheme
• Provide you with a pragmatic solution where
jobs have been analysed and described in a
clear and consistent manner
• Work closely with your in-house teams and
pass on our knowledge so you’ll be self-
sufficient in maintaining the scheme

14. THANK YOU
Jo Hendrie
HR Consultant
EEF, the manufacturers’ organisation
Email: jhendrie@eef.org.uk
www.eef.org.uk