Job Analysts contact senior management in service areas.

Basic information regarding the process is provided.

Where a Service Manager requests a discussion at their Management Team meeting then either the Pay & Reward and Projects manager or appropriate HR Consultant will attend.

Job Analysts will discuss structures and scheduling of interviews with individual managers and identify identical or very similar jobs that can be evaluated together, use a sample or adopt a job profile. A record of all jobs to be covered by an evaluation must be made by the analyst in conjunction with the manager to ensure that the appropriate code is allocated.

Job-evaluation questionnaire (see downloads) sent out to jobholders/line managers up to two weeks prior to the interviews. Jobholder and the line manager should have general agreement and understanding on the roles and responsibilities of the job.

Agreed job specification and pre-evaluation questionnaire must be sent to the analyst in advance of the interview (if not received beforehand the interview will be postponed).

Usually 3 slots per day available (9am, 11am and 2pm) but there is flexibility.

Job analyst, jobholder and immediate line manager meet at pre-arranged venue to undertake the evaluation.

Where more than 2-3 are being interviewed there could be a need to have 2 job analysts present.

Union shop stewards can observe the interviews at the request of the jobholder (it is the jobholder's responsibility to make the arrangements).

Any duties, responsibilities etc. that are not documented (typed) on the job specification or pre-interview questionnaire will not be considered as part of the evaluation.

An interview sign-off sheet is completed by all present stating a fair process was undertaken.

Pre-evaluation questionnaire and job specification are retained by the analyst.

Once all evaluations and the moderation process have been completed within a discrete team or service area a job overview will be emailed to each jobholder and line manager who was represented by an evaluation interview. If a jobholder does not have access to email it is the manager's responsibility to provide a hard copy.

The "review process" and "review request form" will also be sent out with the job overview stating the procedure for challenging the result.

In circumstances where a sample of jobholders were interviewed, it is the responsibility of managers to check that the people interviewed are satisfied with the job overview before the cascading the overview to the remainder of the workforce doing the same job.

The review process should be followed. This requires the jobholder to complete the "review request form" to record why they feel the job overview does not reflect the skills, knowledge and responsibilities necessary to carry out the requirements of the job.

The jobholder should discuss the completed form with their line manager and both parties must sign the form. In addition, the line manager must indicate whether they support the issues raised or not and provide any additional information. Any changes to the job since the evaluation interview took place should be raised at this stage.

Before submitting a review request, please refer to the FAQ for job overviews as it may clear up any misunderstandings.

The completed form should be sent to the Pay & Reward team, room 75, County Hall (emailed copies are acceptable where it can be seen that the relevant parties have seen the form [email address]) where they will be processed and submitted to the moderation panel for consideration.

If no examples or evidence are supplied to support the jobholder's claim or it is insignificant and would not affect the score then this will be fed back to both the jobholder and line manager (the review form may be amended by the jobholder with additional information).

The decision of the moderation panel is final.

The Moderation Panel meet frequently to analyse and benchmark JE scores. They will undertake "sore thumbing" (what leaps off the page as looking odd), vertical moderation (string of jobs in a family) and horizontal moderation (across service areas and Directorates).

They can refer any job to be re-evaluated or investigated further. Factor queries will be referred to the original analyst whilst full re-evaluations will be allocated to a different analyst.

The Panel will also consider review requests.

The Panel may refer idiosyncrasies to a higher level of management for further checks on validity.

The covering letter sent out with the job overview will state whether the job has been subject to moderation.

Any changes to the roles and responsibilities of jobs that have already been evaluated by the new scheme should be raised by the jobholder and/or manager once the overview has been received. They should discuss whether the overview still reflects the levels of skill and responsibility and if not, then a review request form should be submitted, together with a revised job description where applicable (see above).

Any newly created jobs that are unique (not identical to an existing job) will also need to be sent to the job analyst, together with the job description/job specification.

Upon completion of the exercise a letter will be distributed to all affected employees by the CX explaining the current position and the next steps towards implementation of a revised pay and grading structure.

An opportunity will be available for all employees newly appointed to a post to request a copy of the job overview for their new position.

A formal right to appeal will be available once grades have been allocated to jobs.