Item 10 - Job Evaluation Policy and Procedure
West Dunbartonshire Council · 12 November 2025
Back to Corporate Services Committee — 12 November 2025 and its agenda
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WEST DUNBARTONSHIRE COUNCIL Report by Chief Officer - People and Technology Corporate Services Committee – 12 November 2025 ___________________________________________________________________ Subject: Job Evaluation Policy and Procedure 1. Purpose 1.1 The purpose of this report is to update on changes and seek approval for the revisions to the Job Evaluation Policy and Procedure. 2. Recommendations 2.1 The committee is asked to approve the updated Job Evaluation Policy and Procedure. 3. Background 3.1 The national review of the Scottish Joint Council for the Local Government Job Evaluation Scheme 3rd Edition, 2nd Amendment (SJC JES v3, 2nd Amendment) and feedback from local Joint Trades Unions, Managers & Employees since the introduction of the updated Job Evaluation Policy & Procedure October 2023 necessitated review to ensure compliance with scheme guidance and application. 3.2 The review was carried out by the People, Quality and Governance Lead and included consultation with parties involved in the job evaluation process adopted by West Dunbartonshire Council (WDC), including the Joint Trade Union Convenors, Full time Officers, Job Analysts (Trade Union and Management), HR Advisers, Managers and Employees. 3.3 The national review of the SJC JES v3, 2nd Amendment, has recently concluded and will supersede the 3rd Edition Amended endorsed by the SJC February 2024 with SJC JES v3, 2nd Amendment due for imminent publication. This is the scheme applied to all local government posts to ensure the integrity of the Council’s grading structure and to mitigate, as far as possible, the potential of any associated claims. The updated Job Evaluation Policy and Procedure also now reflects the national changes. 3.4 Job Evaluation continues to be the most robust method of providing a foundation for grading structure which satisfies the principle of “equal pay for work of equal value’; and is both fair, transparent. It is therefore important that the Council’s Job Evaluation Policy and Procedure is reflective of and aligned with the agreed SJC Job Evaluation Procedure and Practice Manual. This formed the backbone of the local review. ITEM 10
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3.5 Other factors considered as part of the review were equal pay decisions in Glasgow City, South and North Lanarkshire and Fife Councils. 4. Main Issues 4.1 The review highlighted that although the current policy and procedure is robust there were areas identified where closer alignment was required with the SJC JES v3, 2nd Amendment, equal pay decisions and other local matters highlighted during the review. 4.2 The main changes are: An updated local policy & procedure, to reflect feedback from all parties, in line with the Scottish Joint Council for Local Government Job Evaluation Scheme 3rd Edition 2nd Amendment. A change to the New Posts section to ensure role profiles are accurate and up to date, and all evaluation outcomes are reviewed to ensure they are still accurate in line with the SJC JES v3, 2nd Amendment. Clarity within the process and definition of roles and responsibilities. Updated process flow charts for Requests for Re-evaluation, New posts, Appeals and 6-month review. Appeal return date extended from 10 days to 21 days. Dedicated library of Role profiles, Job Overview Documents & Factor Level Listings currently on the Global Share Role profile Library for employees and managers. * *Please note this is due to move to the intranet once employees move to SharePoint. Job Evaluation training 4.7.1 Job Analyst training took place in September and once agreed, training will be provided to all Strategic HR, Trade Union Convenors, existing and new Job Analysts (Both Trade Union and Management) on the new JE Policy and Procedure, SJC JES v3, 2nd Amendment, and consistency of application and appeals. 4.7.2 An awareness briefing for managers, trade union officials and employees also took place in September and a series of further awareness briefing sessions are being arranged. The intranet pages will be updated with a guide to job evaluation for trade union officials, employees and managers including a short, narrated video. 5. People Implications 5.1 The Job Evaluation Policy and Procedure supports the Council to fulfil its responsibilities as an equal opportunities employer and provide the best support to its workforce.
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6. Financial and Procurement Implications 6.1 There are no financial or procurement implications associated with this report, however, the failure to have a robust Job Evaluation Policy and Procedure in place increases the risk of potential claims. 7. Risk Analysis 7.1 The Job Evaluation Policy and Procedure provides actions to help reduce the possibility of equal pay claims and this should help mitigate/alleviate any challenges based on sex inequality. 8. Equalities Impact Assessment (EIA) 8.1 An EIA has been carried out on the SJC JES v3, 2nd Amendment and the proposed Job Evaluation Policy & Procedure is aligned with the Scheme and practice manual however, any issues identified through the review of outcomes will need to be addressed to ensure the consistency of application of the SJC JES v3, 2nd Amendment. 9. Consultation 9.1 The SJC trade unions have been consulted in relation to the Job Evaluation Policy and Procedure through a series of Joint Trade Union meetings attended by all convenors and Full time Officers. Unite, GMB & UNISON have agreed to the changes. 9.2 Both legal and finance colleagues have been consulted on the changes. 10. Strategic Assessment 10.1 The duty to be a visible equal opportunities employer supports the Council to attract and retain a committed workforce and supports the strategic priority of Our Council being an inclusive and adaptable employer to ensure efficient and effective frontline services that improve the everyday lives of residents. Victoria Rogers Chief Officer - People and Technology Date: 12 November 2025 Person to Contact: John Duffy, People Quality and Governance Lead 16 Church Street, Dumbarton, G82 1QL Tel: 07859941807 Email: John.Duffy@west-dunbarton.gov.uk. Appendices: Job Evaluation Policy and Procedure
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Wards Affected: None