Organizations are recognizing the need to adopt a logical, systematic and defensible approach to creating equitable pay structures and dealing with equal pay issues. This is a practical guide to designing, introducing and managing job evaluation processes and the pay structures associated with them. The book deals not only with job evaluation techniques, but also with the practical implications of using job evaluation to achieve equal pay and provide essential data for use in equal pay reviews. It also reflects the growing realization that there is a need to take action to completely remove gender pay inequalities, to develop equal pay guidelines and to develop a procedure for conducting equal pay reviews.
Table of Contents
Contents; Introduction; 1. Fundamentals of job evaluation Job evaluation defined; Purpose, aims and features of job evaluation; The incidence of job evaluation; The case for and against job evaluation; Conclusions; 2. Types of job evaluation Analytical schemes; Non-analytical schemes; Design and process criteria; Criteria for choice; 3. Job evaluation now Interest in job evaluation; Job evaluation schemes; Factor plans; Reasons for using job evaluation; Views about job evaluation; Tips from practitioners on the design, introduction and maintenance of job evaluation schemes; 4. Equal pay for work of equal value Background; Equal pay legislation in the UK; The impact of the legislation on job evaluation practice in the UK; Impact of equal pay legislation on job evaluation design; Impact of equal pay legislation on implementation of job evaluation; 5. Equal pay reviews Why conduct equal pay reviews?; Planning a review; The equal pay review process; Analysing pay; Conclusion; 6. Planning a new job evaluation scheme Overview; Choosing a job evaluation scheme; Project planning; Equal value considerations; Planning communications; The design timetable; 7. Scheme design Identifying and defining factors; Analysing jobs; Testing the draft factor plan; Deciding on factor weighting and the scoring model; Preparing for implementation; 8. Computer-based job evaluation The two stages of job evaluation; Computers in scheme design; Computers in the evaluation process; 9. Grade and pay structure design Grade and pay structures; Rationale for grade and pay structures; Criteria for grade and pay structures; Grade structure design considerations; The use of job evaluation in developing a grade structure and grading jobs; Developing pay structures; Equal value considerations; Conclusion; 10. Introducing job evaluation Implementation plan; Communication; Operating manual; Training; Scheduling the evaluation programme; Evaluating jobs; Review/audit/moderation of results; Disclosure of results; Evaluation reviews; Finalizing pay ranges; Pay assimilation and protection; Ensuring equal value; 11. Managing job evaluation Annual individual evaluation/grading checks; Suggestions from practitioners on managing job evaluation; Appendix 1 A job evaluation scheme designed to comply with equal value principles: the local government NJC job evaluation scheme in summary; Appendix 2 Suggested equal pay policy: the Equal Opportunities Commission; Appendix 3 Factors creating pay gaps and remedial actions; Appendix 4 Job evaluation scheme design: equal value considerations; Appendix 5 Illustration of job stacking exercise; Appendix 6 Examples of job evaluation factors; Appendix 7 Example role profiles; Appendix 8 AoC job evaluation scheme; Index
Ann Cummins is a management consultant specializing in reward and performance management. Michael Armstrong is a Companion and former Chief Examiner of the Chartered Institute of Personal Development (CIPD), joint managing partner of e-reward and an independent management consultant. He is the author of several best-selling HR titles including Armstrong's Handbook of Human Resource Management Practice, Armstrong's Handbook of Reward Management Practice, Armstrong's Handbook of Performance Management, Strategic Human Resource Management and Armstrong's Handbook of Management and Leadership Willie Wood has over 30 years' consulting experience in job evaluation and related issues, mainly with PA Consulting Group. Independent since 1994, he now has associate relationships with Pilat (UK) Ltd and Michael Armstrong Associates. Sue Hastings works as a freelance specialist adviser on grading and pay structures and has particular interest in their equality aspects.