Questions about Hay job evaluation
Q: What is job evaluation?
A. Job evaluation is a tool for determining the ‘size' of a job, usually in the form of a number of ‘points' (i.e. a job with 400 points, is a bigger job than one with 200 points). It also allows us to compare different jobs, which in turn enables us to determine where jobs should be placed on the single pay spine, thus ensuring equal pay for work of equal value. At Birkbeck, we are using the Hay system of job evaluation, follow the link for further information on the Hay job evaluation scheme.
Q: Who will benefit from job evaluation?
A: Job evaluation will introduce more transparency and fairness regarding the way jobs are graded and placed on the new single pay spine. It will also enable us to compare ourselves with the external job market where appropriate.
Q: I am employed as a lecturer, what is happening with regard to Academic staff?
A: Please follow this link.
Q: I am employed as a researcher, what is happening with regard to Research staff?
A: Please follow this link.
Q: How will the Panels avoid making subjective judgements when assessing job size?
A: All Panel members receive thorough training in the Hay system for job evaluations, enabling them to make informed judgements, based on thorough discussions around the job. It is stressed that the panels will seek further clarification or information if they feel it is necessary.
Q: What happens if my job is unique within the College and no one on the Panel understands it?
A: Each Panel will consist of a representative from HR, the appropriate Trade Union and other staff from Schools and Departments across the College. The documentation that goes to the panel will be agreed with the jobholder(s) and their line manager.
Q: What happens if I carry out the same job as my some of my colleagues?
A: In order to ensure consistency and fairness, where two or more staff members carry out the same job, one job description (a ‘generic' job description) should be submitted to cover all these staff. Your line manager will suggest which members of staff are ‘generic' jobholders.
Q: Job descriptions seem to be a critical factor in job evaluation. Will there be transparency in this area?
A: Many job descriptions will need updating, particularly for long-serving members of staff. When you have completed your job description document, you will need to have it agreed with your line manager as an accurate statement of the job you do. Guidance is available from this link. It is noted that job descriptions are related to jobs within the College, not to individuals, so they are not considered to be confidential documents.
Q: Can assurances be given that no existing postholders will be downgraded as a result of the job evaluation process?
A: Current employees will not be directly disadvantaged, so no-one will see a decrease in their salary as a result of the process. However, it may mean that where a job is evaluated at a lower grade than is currently paid, the jobholder(s) would have their pay “red circled”. This means that pay is frozen for an agreed period of time. The exact policy on this will be agreed as part of the on-going negotiations. However, Hay's experience elsewhere has shown that few staff have been thus affected.
Q: Will there be any way of appealing if I'm not satisfied with my job grading?
A: Yes, an appeals procedure will be developed and disseminated at the appropriate stage of the process.
Q: Will the results of the Panels be made public?
A: Whilst the scheme itself is transparent, the extent to which details of the Hay evaluations will be published will be discussed and agreed within the Framework Negotiation Group (FNG) as part of the process. However, no individual Hay evaluations will be communicated before the end of the project.
Q: Is job evaluation a one-off exercise or a regular undertaking?
A: After the initial job evaluation exercise, the Hay system will stay in place as the job evaluation system for the College. It will be used to evaluate new roles or regradings of existing roles that have changed. Therefore, decisions will be made within the FNG about the role of the existing review and promotions panels, following the introduction of the Hay system.
Q: Who will sit on the Hay job evaluation panels?
A: Job evaluation panels comprise: the Chair – who is an HR Evaluator; 2 other Evaluators; a Trade Union–trained evaluator. All panel members will participate on panels in their capacity as Hay Evaluators, as opposed to being a representative of a particular school/ department/ trade union. In addition Hay will be present at some panels as a quality control check to ensure a consistent approach is adopted across all panels. There will be at least one female and one male on each panel.