A Fair Day's Pay for a Fair Day's Work:
South Tyneside Council Job Evaluation factors

There are 13 factors that make up the job evaluation process.

1. Knowledge

This factor measures the knowledge that is required for the job and not any additional knowledge the jobholder may have that is not a job requirement. It will cover formal technical and professional qualifications, on and off the job training, numerical and literacy skills and tools and equipment.

2. Mental skills

This factor measures the mental skills that are required for the job. It includes problem solving, analytical and judgmental skills, sensory attention and concentration levels etc. It will also cover creative and developmental skills, e.g having an input into policy or protocol development.

3. Interpersonal skills

This factor concentrates on the interpersonal and communication skills that are required for your job. The interpersonal skills could include for example caring skills, identifying and responding to learners needs, motivational or counselling skills etc. The communication skills include oral, linguistic, written, and skills used for communication by sign language.

4. Physical skills

This factor measures the physical skills that are required for the job. These includes hand and eye co-ordination, manual dexterity, keyboard use, driving or any other physical skills required for any other activity which may require the use of any equipment or tools.

5. Initiative and independence

This factor measures the scope allowed to the jobholder to take independent actions and use their initiative. It also takes into account the level of supervision the job holder has. This factor considers the extent to which instructions, policies and procedures affect an individuals scope to exercise the use of initiative in day to day working. It also considers the nature and level of supervision that is required for the job and whether the jobholder works on their own or with others.

6. Physical demands

Physical demands measures the amount of physical effort that is required to undertake the job. It takes into account all forms of bodily effort e.g. standing, walking, lifting, carrying, pushing and pulling and would also include working in such as a constrained position and maintaining a required pace of work.

7. Mental demands

This factor measures the level and frequency of concentration, alertness and attention required by the job. It also takes into account areas of concentration that are more difficult e.g. the need to switch between various activities because of interruption or repetitive work. This factor measures mental attention, sensory attention and work related pressures associated to a typical working day. Mental attention could include carrying out calculations, interpreting documents or checking documents for accuracy etc. Sensory attention considers senses such as watching, looking, listening, touching and smelling. Work related pressures considers such as conflicting demands and unpredictable deadlines etc. that are outside the control of the jobholder.

8. Emotional demands

This factor measures the emotional demands associated from working with people whose circumstances could cause emotional distress to the jobholder, such as working with terminally ill, very frail, homeless or at risk of abuse people. This could include subject matter as well as phone or person to person contact. These people would be those other than work colleagues and it would not include verbal abuse (this is covered later in the Working Conditions factor).

9. Responsibility for people

This factor measures the level of direct responsibility the jobholder has for others, this may be on an individual or group basis, and this does not include the staff the employee will supervise. The factor will cover responsibilities including confidentiality requirements, for the well being of people (physical, social, economic, and environmental) through providing personal services advice including guidance. This factor looks at the jobholder's responsibility to have a direct impact on the well-being of individuals or groups of people, through assisting the physical, mental, social, economic or environmental needs of those people, who would not be supervised or managed by the jobholder, (as this is looked at in the next factor - Responsibility for Supervision). It also considers policy development and providing advice and guidance on people related internal or external policies.

10. Responsibility for supervision

This factor looks at the level of direct supervision the post holder is responsible for; this includes staff co-ordination or management of employees. It includes work allocation and reorganisation, checking and assessing work. The emphasis is on the nature of the supervision rather than the number of employees supervised. This factor considers the jobholders direct responsibility for the supervision, training, co-ordination or management of employees or others in an equivalent position, such as volunteers, students on placement, trainees or contractor's employees who report to you for supervision. It considers the jobholders responsibility for e.g. work allocation, checking of work etc.

11. Responsibility for financial resources

This factor considers the level of financial responsibility and or/authority the jobholder has. It takes into account handling cash, cheques, vouchers, processing of invoices, monitoring and setting budgets and income generation. It also considers long-term financial planning, policy development and providing advice and guidance on financial resources related internal or external policies.

12. Responsibility for physical resources

This factor measures the responsibility for physical resources a jobholder has for manual or electronic information, equipment, tools or machinery, vehicles, land, buildings fittings, stocks and supplies. It includes the responsibility for cleaning, maintaining, security, ordering of and adaptation to physical resources etc. It also includes policy development and providing advice and guidance on physical resources related internal or external policies.

13. Working conditions

This factor will cover the frequency, duration and nature of the working conditions the jobholder will encounter. These areas will cover unpleasant, uncomfortable, and hazardous conditions. Other conditions are vibration, direct and indirect exposure to bodily fluids, smoke, grease and oil. Hazardous weather conditions including inclement weather are also included. This factor covers the jobholder's exposure to such as verbal abuse, aggression, disagreeable, uncomfortable, unpleasant and hazardous conditions, such as dust, dirt, extremes in temperatures confined spaces, bodily fluids, smell, fumes, vibration, infestations, cramped conditions.

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