Pilat Fixed Factor Job Evaluation Scheme

The impact the job can have on the reputation of the organisation regarding advice and input to the achievement of delivering goals/targets including revenue generation and the financial resources (types of expenditure) controlled and influenced, as assessed by: – (X) the extent of the job holder’s freedom or responsibilities and effect of actions taken – (Y) the value of any revenue budget, annual spend or contract values involved over which the job holder has full discretionary responsibility.

The requirement to exercise communication and interpersonal skills in dealing with people outside the direct line management structure, depending on: – (X) the content, range and complexity of the subject matter – (Y) the context, form and process of the communication.

This factor evaluates the extent of supervisory or managerial responsibility held by the job holder for controlling, directing and monitoring the work of other staff and their development; plus the need, if any, to form effective working relationships with colleagues in the same and other work units, as assessed by: – (X) the size, structure and functional characteristics of the subordinate staff group (If the line manager does NOT take responsibility for the ongoing development of his/her direct subordinates, the assessed level is reduced by 1). – (Y) the nature of any working relationships with peers and/or more senior staff outside the job holder’s working group which are an inherent feature of the job.

This factor evaluates the extent to which the job holder is required to undertake short and/or long-term planning and organisation, including staff and activity scheduling for people who are not his/her own staff, as assessed by: – (X) the nature, complexity and range of the planning process – (Y) the timescale of the planning process and the proportion of working time devoted to planning and organising.

The extent to which the job is made more demanding by the physical requirements placed on the job holder, in terms of: – (X) the need for manual dexterity and the proportion of the time it has to be exercised – (Y) the need to apply physical effort and the proportion of the time it has to be applied.

This factor is to recognise the extent to which the job holder may be exposed to environmentally unpleasant conditions or to unpredictable and uncontrollable demands which affect the way in which the work can be carried out, as assessed by: – (X) the nature of the environmental conditions (eg working indoors, enclosed spaces) – (Y) the extent to which the job is subject to sudden changes of work pattern or priorities.

The factor covers responsibilities, including any confidentiality requirements, for the physical, mental, social, economic and environmental well-being of people, including their health and safety. HR advice and the Organisation’s HR policy advice should be recognised under this factor. These responsibilities could be exercised through, for example, providing personal services, advice and guidance, or other forms of assistance; implementing or enforcing regulations; or developing and implementing services. If the job is an advisory or policy job in relation to People, then Answer Yes to this question. This question includes both people other than an Organisation’s employees, and those in an equivalent relationship. Those in an equivalent client or customer relationship include other employees of the organisation/local authority (for example, customers of internal staff catering facilities, or clients of HR/personnel, training, workforce development, equalities or welfare officers); or the employees or volunteers of a voluntary organisation, to whom the jobholder is providing a direct service (but supervisory or co-ordinating responsibilities should be measured under the Responsibility for Supervision, etc. factor).