
Job Evaluation
A Guide to Achieving Equal Pay
Kogan Page Ltd (Publisher)
1st Edition
Published on 3. September 2003
Book
Hardback
224 pages
978-0-7494-3966-8 (ISBN)
Description
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.
Reviews / Votes
"This is the first book on job evaluation which focuses on equal value issues, dealing 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. In the light of increasing awareness of the need to take action to remove gender pay inequalities and the considerable work recently carried out by the Equal Opportunities Commission on developing equal pay guidelines and procedures for conducting equal pay reviews this is a timely book. I commend it to practitioners and trade unionists, indeed anyone who wants to do something positive about unequal pay." Julie Mellor, Chair, Equal Opportunities CommissionMore details
Language
English
Place of publication
London
United Kingdom
Target group
Professional and scholarly
Product notice
Cloth over boards
Dimensions
Height: 234 mm
Width: 142 mm
ISBN-13
978-0-7494-3966-8 (9780749439668)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Persons
Ann Chapman is a management consultant specialising in reward and performance management. Michael Armstrong is the UK's bestselling author of Human Resource Management books including Armstrong's Handbook of Human Resource Management Practice, Armstrong's Handbook of Strategic Human Resource Management, Armstrong's Handbook of Reward Management Practice and Armstrong's Handbook of Performance Management and several other titles published by Kogan Page. His books have sold over a million copies and have been translated into twenty-one languages.
Michael Armstrong is a Companion and former Chief Examiner of the Chartered Institute of Personnel and Development (CIPD), the co-founder and a managing partner of E-Reward, one of the UK's first websites dedicated solely to reward management. Prior to this he was an HR director of a publishing company and an independent management consultant. He is based in London, UK.
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.
Michael Armstrong is a Companion and former Chief Examiner of the Chartered Institute of Personnel and Development (CIPD), the co-founder and a managing partner of E-Reward, one of the UK's first websites dedicated solely to reward management. Prior to this he was an HR director of a publishing company and an independent management consultant. He is based in London, UK.
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.
Content
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