Information for schools
Why do we need job evaluation?
In 1997 a key agreement was signed between trades unions and employers in local government at a national level. This Single Status Agreement committed both sides to working to bring together the former administrative, professional, technical and clerical and manual worker employee groups under a single set of terms and conditions - The Green Book.
The recognition that all Councils needed to carry out pay and grading reviews has been around since that time and it became a firm commitment from the employers in the 2004 national pay award agreement. So every Council in the country – including our neighbouring councils – is doing something similar under the terms of the agreement.
As well as the Single Status Agreement, our decision was influenced by some other equally important considerations. One of these is equal pay.
Equal pay law says that men and women who do the same job, or who do jobs that are of equal value, in the same organisation, should receive the same pay.
As well as wishing to work within the law, the County Council, as a good employer, would in any case want to make sure that no employee earned less than another simply because of their gender.
One way to make sure that we can compare the pay of jobs that are of equal value is to measure the job ‘size’ using a job evaluation scheme, like the National Job Evaluation or HAY scheme.
Why should I use this website?
Full information about how job evaluation affects schools is included on this website in bite sized chunks.
Alternatively read each section of the schools job evaluation manual:
Background to job evaluation [DOC 50KB] 
The job evaluation process [DOC 47KB]
Preparation for job evaluation [DOC 2.3MB]