AoC Job Evaluation Scheme
For employees in further education
AoC Job Evaluation Scheme
For employees in further education
AoC Job Evaluation Scheme
For employees in further education
Our Job Evaluation solution is the preferred technology partner to:




The Association of Colleges (AoC) have developed an analytical scheme (designed to deliver equal pay for work of equal value) that evaluates jobs in terms of demand such as effort, skill and decisions, using Gauge Job Evaluation software.
The Association of Colleges (AoC) have developed an analytical scheme (designed to deliver equal pay for work of equal value) that evaluates jobs in terms of demand such as effort, skill and decisions, using Gauge Job Evaluation software.
The 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.
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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.
- Expertise
- Thinking Skills
- Planning and Development
- Autonomy
- Communication and Interpersonal Skills
- Responsibility for Learners
- Responsibility for Staff
- Responsibility for Relationships with Others
- Responsibility for Resources
- Physical Demands
- Working Environment
The 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.
- Expertise
- Thinking Skills
- Planning and Development
- Autonomy
- Communication and Interpersonal Skills
- Responsibility for Learners
- Responsibility for Staff
- Responsibility for Relationships with Others
- Responsibility for Resources
- Physical Demands
- Working Environment
Factor-based evaluation
Grade designer
Pay modelling
Job ranking
Job families
Job overview
“The web-based nature of the system makes it easier for other members of the team to be involved, making the evaluation process more flexible and so less time consuming, meaning jobs can be evaluated and then recruited more quickly.”
– Leeds College of Music
Training
When purchasing a Gauge software license, there will be an opportunity to find out more about the scheme from one of the Reward Consultants here at Pilat.
Training offered prior to implementation includes the history, methodology and practical use of the AoC scheme. And, of course, training on how to use the software itself.
Implementation
Pilat provides clients with comprehensive support, before, during and after the implementation of the scheme.
Before implementation, Pilat will customise your Job Evaluation portal to white label the solution and ensure all roles within the organisation are on the platform for a seamless start.
During implementation, we can support your organisation by providing training to Job Analysts, wider HR department and the senior management team.
If there are any Gauge queries post-implementation, Pilat offers a Job Evaluation helpline that you can contact for further support.
Image Gallery
Training
When purchasing a Gauge software license, there will be an opportunity to find out more about the scheme from one of the Reward Consultants here at Pilat.
Training offered prior to implementation includes the history, methodology and practical use of the AoC scheme. And, of course, training on how to use the software itself.
Implementation
Pilat provides clients with comprehensive support, before, during and after the implementation of the scheme.
Before implementation, Pilat will customise your Job Evaluation portal to white label the solution and ensure all roles within the organisation are on the platform for a seamless start.
During implementation, we can support your organisation by providing training to Job Analysts, wider HR department and the senior management team.
If there are any Gauge queries post-implementation, Pilat offers a Job Evaluation helpline that you can contact for further support.
Image Gallery
Find out more about the AoC scheme
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