PSC Job Evaluation Scheme

This factor measures the Physical Skills required for the job. It covers manual and finger dexterity, hand-eye co-ordination, co-ordination of limbs, and sensory co-ordination. It takes into account the purpose to which the skills are put and demands arising from the need to achieve specified standards of speed and precision.

This factor measures the scope allowed to the jobholder to exercise initiative and take independent actions. It takes into account the nature and level of supervision of the jobholder; the level and degree of direction and guidance provided by policies, precedents, procedures and regulations; and any requirements to organise or quality check own work.

This factor measures the contacts with and responsibility of the jobholder for individual, or groups of, members of the public. The emphasis of the factor is on the nature and extent of the contacts with or responsibility for the individuals or groups. It takes into account requirements for confidentiality in dealings with people.

This factor measures the direct responsibility of the jobholder for the supervision, coordination or management of Force personnel, or others in an equivalent position. It includes work planning and allocation; checking and evaluating the work of others; and training, development and guidance. It also includes responsibility for personnel functions for those for whom the jobholder has a formal supervisory responsibility, such as recruitment, discipline, appraisal, and planning, organising and long-term development of human resources. The emphasis of the factor is on the nature of the responsibility, rather than the precise numbers of Force personnel supervised, coordinated or managed. It takes into account the extent to which other employees contribute to the overall responsibility.

This factor measures the direct responsibility of the jobholder for financial resources, including cash, vouchers, cheques, debits and credits, invoices, budgets and income. It takes into account the nature of the responsibility, for example, correctness and accuracy; safekeeping, confidentiality and security; deployment and degree of direct control; budgetary and business planning responsibilities; planning, organising and long-term development of the financial resources. It also takes into account the degree to which other employees contribute to the overall responsibility, the frequency with which the responsibility is exercised and the value of the financial resources.

This factor measures the direct responsibility of the jobholder for physical resources, including manual or computerised information; data and records; office and other equipment; tools and instruments; vehicles; plant and machinery; land, construction works, buildings and fittings and fixtures; personal possessions, goods, produce, stocks and supplies, exhibits and evidential material, and safekeeping of stolen, retrieved or confiscated materials/property. It takes into account the nature of the responsibility, for example, safekeeping, confidentiality and security; deployment and degree of direct control; maintenance and repair; ordering, purchasing and replacement authority; planning, organising and long-term development of the physical resources. It also takes into account the degree to which other employees contribute to the overall responsibility, the frequency with which the responsibility is exercised and the value of the physical resources.

This factor measures the degree and frequency of the mental concentration, alertness and attention required by the job. It takes into account features which may make concentration more difficult, for example, repetitive work, interruptions or the need to switch between varied tasks or activities; and other forms of work-related pressure, for instance, arising from conflicting work demands. It also takes into account the responsiveness required of the jobholder.

This factor measures the nature and frequency of the Emotional Demands on the jobholder arising from contacts or work with other people. It takes into account the situation in which the contacts or work with other people occur, for example, whether they are angry, difficult, or upset; or whether their circumstances are such as to cause stress to the jobholder, for example, if the people concerned are victims of violence, at risk of abuse, homeless or disadvantaged in some other way.

This factor measures the type, amount, continuity and frequency of the physical effort required by the job. It covers stamina as well as strength. It takes into account all forms of bodily effort, for example, that required for standing and walking, lifting and carrying, pulling and pushing. It also includes the physical demands involved in working in awkward positions, for example, bending, crouching, stretching; for sitting, standing or working in a constrained position; and for maintaining the required pace of work.

This factor measures exposure to disagreeable, unpleasant, uncomfortable or hazardous working conditions arising from the environment or from work with members of the public. It covers the frequency, duration and nature of conditions, such as dust, dirt, temperature extremes and variations, humidity, noise, vibration, fumes and smells, human or animal waste steam, grease or oil, inclement weather, lack of privacy or isolation, and the risk of illness or injury arising from exposure to diseases, toxic substances, machinery or work locations. It also covers abuse, aggression and risk of injury from people. The factor measures those aspects of the working environment which are unavoidable and integral to the job. Health and safety regulations and requirements are assumed to be met, but the requirement to wear protective clothing may create disagreeable or uncomfortable conditions. The emphasis of this factor is on the degree of unpleasantness or discomfort caused. This takes into account the frequency, intensity and duration of exposure to particular conditions; and the additional effect of variations or combinations of conditions.