(February 2015 Edition)
Snapshot of NEM
NEM is on everyone’s mind; you want to understand what it will mean for you and those in leadership roles want to know what it will mean for their people. Significant elements of the NEM policy have been shaped by consultation with you and your families. There are clear benefits to be delivered through NEM, whether in Terms of Service, Accommodation, Pay Reform, or Training and Education, although some of the changes will not be popular with everyone. This month’s Snapshot focuses on Job Evaluation; what it is; how it works; and how it is being used to informNEM pay reform. Within the next edition we intend to focus on the new pay model. n
The Job Evaluation P
Job Evaluation Many large organisations make use of Job Evaluation (JE) to inform their pay strategies, and the MoD has used JE since 1970 to deliver a‘consistent and systematic means of defining relativities between jobs’. JE is a very detailed process which examines trades against a set of common questions to enable a relative assessment of ‘job weight’of different trades. Under the current pay system (Pay 2000) JE evidence is used to
informpay banding for Other Ranks by trade and by rank in trade. In addition, JE output for both officers and other ranks is used by the Armed Force Pay Review Body (AFPRB) and Other Government Departments to informpay comparability work. JE is conducted by the Joint Service JE Team (JSJET) which
currently consists of a C1 Civil Servant as Head supported by 4 WO1 military JE analysts. The JE scores are determined by an independent judging panel of 3 x OF5s (i.e. Group Captain RAF and equivalent) with one from each Service. n
The JE Process - HowDoes itWork for a Full Evaluation? A detailed analysis is undertaken of howa trade is employed at each rank (this is known as Statistics of Coverage) and this analysis determines howeach rank within the trade is sampled. Each job sampled should be representative of a number of other jobs within the same trade at the same rank. Individual jobs for evaluation are selected by the appropriate
trade sponsor and will represent a cross section of experience. Total coverage must amount to a minimum of 70% of the liability for that trade and rank. Typically, coverage of 85%+ is achieved, which ensures that the JE judging has considerable evidence on which to base its decisions. Each representative job is analysed and a detailed job
description prepared for it. Each job is examined against six different elements, known as ‘factors’, which are assessed independently. Each factor comprises two or more‘dimensions’, each of which has a‘level descriptor’which sets out to define and rank the demands made by the job. The factors are:
• Knowledge, skills and experience needed for the post and the range of application required.
• Complexity and mental challenge of the job. • Judgement and decision-making, and the impact of the job’s output on the success of the organisation.
• Use of resources (Personnel, Equipment, Budgets etc); the level of supervision undertaken and the jobholder’s influence in the organisation.
• Communication; the level of internal and external communications and their significance.
• Working conditions; health and safety aspects, bodily constraints and physical environment of the job in question.
The levels accorded to each dimension are used to generate
a numerical score for the factor by reference to a predetermined Scoring Matrix. Each factor has a different weight within the overall score and the proportion of the overall score generated by each
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