AoC Job Evaluation Scheme
For further education colleges
Our job evaluation solution is the preferred technology partner to:
The Association of Colleges (AoC) developed a job evaluation scheme in response to sector demands for a tool which would help ensure equity of pay arrangements in colleges and lead to more effective remuneration strategies. The computerised scheme is based on the principles of equity, fairness, and organisational efficiency. The scheme was jointly developed with key partners and the objective was to deliver a fair and transparent method of assessing pay for colleges; it is the leading sector tool for determining pay relativities.
The scheme systematically ranks jobs within a college through the analysis of job roles and provides a platform from which to design an equitable grading structure. The pay modelling process can then be used to establish what level of pay the college can afford to attribute to each grade. The grade attributed will depend on the size of the job.
The AoC scheme is the only scheme explicitly designed to cover the full range of jobs within the further education colleges. The scheme includes a unique set of further education factors (the demand criteria for measuring job size described above), a tailored method of scoring and weighting factors and a set of questions and ‘logic trees’ that are built in to the Job Evaluation software.
The AoC scheme is compliant with the Further Education Job Evaluation (FEJE) Scheme as per the Joint Agreement of 2004 between The Association of Colleges (AoC) and the Association for College Management (ACM), Association of Teachers & Lecturers (ATL), GMB, National Association of Teachers in Further and Higher Education (NATFHE), Transport & General Workers’ Union (T&G) and, UNISON.
AoC 11-Factor Scheme
Job evaluation schemes follow a set of rules (factors; factor definitions; scoring and weighting) according to which jobs are assessed and measured by the evaluation panel or committee. The Association of Colleges met with nationally recognised trade unions for further education to create the 11-factor AoC scheme to apply to a wide range of different jobs and to measure job demands.
The factors that have been established define the worth of job, e.g. skills required, responsibilities, working conditions, etc. giving HR and Job Analysts the necessary information to review job roles.
- Thinking Skills
- Planning & Development
- Communication & Interpersonal Skills
- Responsibility for Learners
- Responsibility for Staff
- Responsibility for Relationships with Others
- Responsibility for Resources
- Physical Demands
- Working Environment
During implementation, we will schedule a project kick-off meeting to finalise key dates, milestones, and responsibilities associated to your Gauge+ site going live. Once dates have been agreed by both parties, our developers will be able to start building your Gauge+ site.
In preparation, for training, we will set up delegates attending training with user profiles. These user profiles will have full admin access to Gauge+ for training purposes, however, these settings can be changed post-training.
When purchasing a Gauge+ software license, as a minimum, you will receive two days mandatory training from one of the Reward Consultants here at Pilat. The training outlines the software functionality, selected scheme, critical questions, the Job Analysis process, job evaluation methodologies and options.
Training is suited to all levels, whether they are new team members requiring knowledge of the scheme or experienced Job Analysts seeking to strengthen their facilitation skills.
Your assigned Reward Consultant can offer guidance on appeals, identifying pay structure options, developing new pay and grading structures, modelling assimilation costs of new pay structure and more.