NORTH SOMERSET COUNCIL
Job Evaluation Procedures for Schools
Support posts in schools are evaluated when they are created. A post can only be re-evaluated
if the responsibilities for the job have changed significantly and the Headteacher (or the
Headteacher’s nominated representative) agrees that this is the case.
Any offer of appointment to a job will be at a determined grade and offers no scope for an
employee to seek re-evaluation of the post unless the job description changes significantly.
Any application for re-evaluation or subsequent appeal will be an internal process and must be
made to the Headteacher and Chair of Governors of the school.
A line manager may request to have a job re-evaluated if he/she has changed the job
description significantly as result of a management initiative.
A post holder can only apply through his/her line manager for the post to be re-evaluated in the
i. The duties within the job description have changed significantly since the post was
last evaluated or since the appointment of the current post holder.
ii. The post holder wishes to apply for re-evaluation on the grounds of comparability
with another post within the council under the Equal Pay Act.
A line manager has the right to refuse a request to evaluate if he/she disagrees that changes are
significant enough to warrant re-evaluation. Resolution of any disputes will be achieved within
the school. The school may wish to ask for assistance from the council’s job evaluation service
(JES) or the Schools’ HR service.
To make the Application
You as the post holder or your line manager will complete a job description (JD) and person
specification (PS) (see Appendix 1). You or your line manager can ask for help with completing
the form from a trade union representative or a member of the job evaluation team.
Your line manager must agree the JD to show it is an accurate reflection of your job. If there are
any difficulties in reaching agreement about the JD it must be resolved before any evaluation
can take place. If agreement still cannot be reached you must make clear the areas of
contention. Failure to agree cases will be reviewed by the Headteacher and Chair of Governors
and your trade union representative.
The JD must be signed off by your line manager and the Headteacher and by you as the post
holder (this can be done via email approvals). Your manager will also need to complete the
Request to Evaluate part of the form setting out the reasons for the request. No more than four
weeks should elapse between the required signatures.
On receipt of the completed request and JD, a member of the job evaluation team will
acknowledge receipt within the week. It may be necessary to talk to you and the line manager to
clarify any aspect of the JD and undertake the same process for comparators.
A panel is comprised of three Hay trained evaluators; one from JES to chair the meeting, a
management representative and a trade union representative. All decisions are reached by
consensus. Should a panel fail to reach a decision for any reason they will seek clarification
from the line manager of the post and put the JD before a new panel at the first opportunity.
The job evaluation panel will evaluate the post and the results will be given to the line manager
and Headteacher in writing. It is the line manager’s responsibility to inform you, the post holder,
of the outcome in the first instance. Should you wish to challenge the results you must appeal
against the decision within one month of receiving your formal notification from the school, to the
Headteacher and Chair of Governors. If you are on a term time only contract, these timescales
can be extended by agreement. Please refer to the Appeals Procedure.
Implementation of the Decision
Where an evaluation result changes the grade of a post the school must send the correct forms
to Schools HR to effect the change for individual post holders.
REQUEST TO EVALUATE A POST
This form is designed to be completed electronically. Please use the email
system to ensure approval can be tracked from each person or print off and
obtain the necessary signatures. The Job Evaluation Service will need a
completed electronic version (together with a paper copy version if written
signatures are included) to be sent to the Job Evaluation Officer at
firstname.lastname@example.org or Room 307 at the Town Hall.
Guidance notes for help in completing this form are available separately on the
Intranet. If you need the form in another format, please contact the Job
All sections must be completed
JOB TITLE: SCHOOL:
JOB HOLDER: SECTION:
REPORTS TO (TITLE): POST NO:
REPORTS TO (NAME): DATE:
Please state whether this post is subject to a Criminal Records Bureau disclosure
(If you require help with this refer to the council’s Disclosure Policy, available on the HR
intranet pages, or speak to your HR Adviser. This doesn’t form part of the evaluation
process but the information is required to be held against the establishment post)
Please select the type of CRB check required:
No CRB check required
For all enhanced checks please indicated which of the following is required:
POCA (children) check required? Yes No
POVA (vulnerable adults) check required? Yes No
Is this a new post? Yes No
If no, has it changed significantly since the last evaluation? Yes No
What are the reasons for requesting this evaluation?
Is this a manager’s or a post holder’s request to evaluate?
When was the post last evaluated (if known)?
Is the post comparable with another? Yes No
If yes please give details of the comparator post
APPROVALS (to be signed on completion of the request to evaluate or via the appropriate
emails to accompany this form)
Post holder (if in post) Name:
Line Manager Name:
North Somerset Council
JOB TITLE POST NO GRADE
1. JOB PURPOSE:
2. ORGANISATIONAL CONTEXT
3. ORGANISATIONAL CHART
(insert or attach diagram)
5. MAIN RESPONSIBILITIES
To be aware of and understand the school’s Equality Scheme and ensure at all times that the
duties of the post are carried out in accordance with the policies.
To ensure compliance with all Health and Safety legislation and associated codes of practice
and authority policies.
Review and develop own professional practice, maintain effectiveness as a member of the
school staff by taking responsibility for own continuing professional development.
Demonstrate a willingness to engage with further training and other opportunities to gain
appropriate skills, knowledge and vocational or academic qualifications.
6. WORK CONTROL, SUPERVISION AND WORK PLANNING
7. CONTACTS AND COMMUNICATION SKILLS
8. QUALIFICATIONS AND EXPERIENCE
(Please see the attached person specification)
This job description only contains the main duties relating to this post and does not describe in
detail the tasks required to carry them out.
10. Additional information
(if applicable, please delete if not)
Some posts require the post holder to exert more physical effort and or strain than that which is
normally used in a standard office environment. (Please give details)
Some posts require the post holder to work in unfavourable environmental conditions that are
worse than those experienced in a standard office environment. (Please give details).
ASSESSMENT CRITERIA ESSENTIAL DESIRABLE
EXPERIENCE & ASSOCIATED
JOB RELATED SKILLS
SPECIAL WORKING Valid driving licence and own
CONDITIONS transport, or be able to provide
alternative, suitable method of
OTHER Satisfactory standard/enhanced
CRB disclosure certificate
(relevant applications and checks
will be carried out before any job
offer is confirmed)*
* delete as appropriate