AoC Job Evaluation Scheme

This factor considers the demands placed on the jobholder in terms of the responsibility inherent in the job to make, and possibly implement, decisions without reference to other people and the impact of those decisions. The two components considered are A) the autonomy or freedom given to the jobholder (within the College’s, or other externally imposed, rules, protocols or procedures) to act on decisions reached without first seeking approval from elsewhere B) the breadth of impact of the actions or decisions taken by the jobholder.

This factor examines any requirement for the jobholder to exercise oral and/or written communication and interpersonal skills in dealing with other people, including other staff and learners. The level of demand is assessed by considering both A) the content, range, complexity and nature of the subject matter that has to be communicated, and the extent to which the relevant knowledge-level and attitude of the recipients has to be considered when preparing for the communication B) the context, form, process and potential difficulty of the actual interaction with the recipient(s). This takes account of the sensitivity of the issue and any requirements for confidentiality, the recipient’s likely reaction to the content, whether or not the jobholder is required to justify or defend the position being presented and any demands resulting from the need to interact with members of an audience individually rather than collectively.

This factor specifically focuses on, and assesses, the extent to which the job has direct involvement with current learners, considering the two independent aspects of A) the responsibility within the job for contributing to learning or skill development through teaching, assessment and moderation or other direct contribution to the delivery process or environment B) any specific responsibility within the job for the non-teaching, support or pastoral care of current learners, or for dealing with matters concerning the conduct of learners.

This factor is to identify any responsibility placed on the jobholder to manage or develop other members of staff, assessed as A) the extent of any responsibility to co-ordinate, supervise or manage the work of other College staff (full- and part-time) or contractors, taking account of the structure and functional characteristics of the group(s) concerned and the nature of their work B) any responsibility for or involvement in the ongoing training or development of other staff, including staff outside the jobholder’s line management responsibilities.

This factor is to establish the extent to which the achievement of the College’s objectives or its standing/reputation could be influenced by the jobholder as a result of the contacts with others required by the job, not covered by factors 6 and 7 above. This includes contacts with, for example, employers, contractors and suppliers, external users of College facilities, inspectors, auditors, staff in other academic or related bodies, parents of learners and prospective learners and, where not covered by factors 6 or 7, other members of staff, learners or prospective learners A) the range of contacts required by the job B) their significance for the work of the College or institution or on its standing or reputation.

This factor measures the direct or indirect responsibility within the job for the procuring, safeguarding, use/deployment or disposal of the College’s resources, considering separately A) responsibility for financial resources (including income generation; budgets; expenditures; cheque- or cash-handling; etc.) B) responsibility for any non-financial resources (including manual or computerised information; data and records; laboratory, office and other equipment; teaching aids; plant and machinery; buildings, fixtures and fittings; stocks and supplies; livestock etc.)

This factor is to assess the extent to which the job places any specific physical demands on the jobholder, considering the two aspects of A) the level of any practical skills required (including manual and finger dexterity; hand-eye co-ordination; etc.) taking into account the purpose to which the skills are put and demands arising from the need to achieve specified standards of speed and precision  B) the type, amount, continuity and frequency of any physical effort required to do the job, recognising need for stamina as well as for strength (including lifting, carrying, pulling or pushing; working in awkward or constrained positions; etc.)

This factor is to assess the working environment of the jobholder, taking account of A) any specific mental or sensory demands placed on the jobholder by the job or by external circumstances B) any specific emotional demands placed on the jobholder arising from contacts with other people C) any unpleasantness in the environment and any exposure to abuse or unavoidable risk to personal safety and/or health.