Grading Questionnaire
NAME
POST TITLE
SECTION/TEAM
DIRECTORATE
HR REP EFFECTIVE DATE
OF GRADING
NEW EXISTING CURRENT PROPOSED
POST POST (markwith an X)GRADE GRADE
- The purpose of this questionnaire is to obtain the key information and job content in order to evaluate and grade the post.
- The questionnaire will be used to grade new posts and all existing posts that are subject to re-grading.
- The information provided is confidential and relates to the post and not the person who currently holds the post.
- If this is a new or vacant post then this questionnaire should be completed by the line manager.
- If the post is occupied then it should be completed by the post holder, in conjunction with the line manager. The line manager should sign the questionnaire to confirm the questionnaire accurately reflects the duties and responsibilities required by the post.
Please include the up-to-date / revised job description, person specification and organisational chart for the post.
An evaluation will only take place if all appropriate documentation is completed and attached. Posts will not be submitted to the Grading Panel if any paperwork is missing/incomplete. CS/HR/Oct 2007
- Supervision/Management of people
Do you have full line management responsibility, including staff reviews, performance, discipline and absence management?
YES NO (MARK WITH AN X)
If YES, please answer the questions below. The answers given and the attached structure chart will be used for the evaluation.
If NO, please go to section 2. Creativity & Innovation.
Are the staff dispersed? (Based at different locations or highly mobile).
YES NO (MARK WITH AN X)
If YES, state the nature of the dispersal.
Do you have supervisory responsibility for project, shared, temporarily assigned staff or volunteers, checking the quality and output of work, signing leave cards etc? Do not include consultants or contractors.
YES NO (MARK WITH AN X)
If YES, please list the post titles, and the numbers and grades of the posts.
If needed, please attach an additional sheet.
Post Title / No of Post holders / Grade- Creativity & Innovation
Think about the creativity required in the post. This section includes ‘problem solving’ and the extent to which the job requires the use of initiative.
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
If you had a job, for example that required creativity on a regular basis you would put an X in box C. (Regular, on-going requirement for creative & innovatory thinking).
A. None/Very limited requirement for creative & innovatory thinkingThe structure of the job provides no/few creative tasks. /
B. Occasional requirement for creative & innovatory thinking
Creativity is not an on-going requirement of the job and is required occasionally. /
C. Regular, on-going requirement for creative & innovatory thinking
Creativity is required on a daily basis. Solutions are found on a daily basis to routine problems/queries. /
D. Significant requirement for creative & innovatory thinking
Creativity is an essential feature. Solutions have to be found to problems on a daily basis, or design may be a main feature of the post. /
E. Substantial requirement for creative & innovatory thinking
This will include posts that require services to be updated, altered and improved on an ongoing basis. There is a formal requirement to consider how best to modify and improve procedures. Problem resolution is a feature of this post. Some innovation is required. /
F. Major demand or requirement for creative & innovatory thinking
This includes strategic planning for the FRS, and/or major policy development and implementation. /
G. Requirement for creative & innovatory thinking
Work is innovatory in nature and diverse. These posts are rare and will have a substantial impact on the FRS’s policies and service. /
- Contacts & Relationships
PLEASE PUT AN X IN ALL OF THE BOXES THAT APPLY
Routine explanations and adviceCounselling / interviewing
Detailed explanations and advice Handling client relationships
Influencing and persuadingConflict Resolution
Tact and diplomacyFormal training / teaching
Care and compassion
Complexity/Contentiousness
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. Little/No Contacte.g. cleaner. /
B. Generally routine
Providing Information and/or advice on well established matters. e.g. receptionist. /
C. Some complexity or contentiousness
Advice is given occasionally, on matters that are not straightforward. /
D. Increased complexity or contentiousness
Providing advice on matters that are not straightforward, assessing what is required and initiating action. /
E. Complex or contentious situations are dealt with
Providing advice on an ongoing basis on more complicated or contentious issues is a feature of the post. /
F. Complex and contentious matters are dealt with
Advice on complicated and contentious issues. /
G. A range of complex and contentious matters are dealt with
Typically high level policies are written. Managers are required to have a strategic overview of the FRS’s main policy objectives. /
H. A range of highly complex and contentious matters affecting the whole of the FRS.
The post holder will act on behalf of the FRS and have the authority to commit the FRS to a course of action that would have a substantial impact on the FRS’s resources and main policy objectives. /
Implications of Contact
This question is about the outcome/impact of the discussions and meetings you have and is not about making decisions. That is covered under Section 4.
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. Short-term effectNo lasting effect. /
B. On-going Material effect
Has an effect on individuals, e.g. Social work assessments. /
C. Significant Impact
Has an impact on service delivery. /
D. Substantial Impact
Has an impact on the whole service. /
- Decisions- Discretion
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. Little or no freedom to make decisionsRules and procedures do not allow scope for decision making. /
B. Some freedom
Rules and procedures are comprehensive, some freedom exists. /
C. Freedom to take decisions
Guidelines establish parameters from within which decisions are taken. You have the freedom to make decisions on a daily basis to manage your team/ section. /
D. Considerable freedom
You determine how work and services are to be carried out. /
E. Policy Making
Your policy making sets the procedures and guidelines for others to follow. /
INDICATE THE FREEDOM TO MAKE DECISIONS/RECOMMENDATIONS
PLEASE PUT AN X IN ALL OF THE BOXES THAT APPLY
A. Limited autonomy F. Implementing significant changes to the service provision
B. Full autonomy- G. Deciding significant changes
in solving normal daily problems to the service provision
C. Providing detailed advice to H. Recommending significant
others changes to policy/strategy
D. Amending important existing I. Managing fundamental changes
practices and procedures. to policy/strategy
E. Recommending significant J. Deciding fundamental changes
changes to the service provision to policy/strategy
- Decisions-Consequences
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. Decisions have a limited and short term effect /B. Decisions have a material effect on individuals or your own team/section /
C. Decisions have a significant effect on the service
The outcome of the decision would relate to the quality of the service provided. /
D. Decisions have a major impact on service provision
The decision may relate to whether a service would run, may result in major re-organisation of a service, or have an effect on the overall size, shape and direction of the service. /
- Resources
Cash/Financial Resources
Please indicate the responsibility for the accurate handling/security of cash, blank cheques, travel warrants or stamps, this is cash handled on a daily/weekly basis.
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. Little/no responsibility-up to £250 /B. Small Sums £251-£2500 /
C. Moderate Sums £2501-£100000 /
D. Large Sums £100001-£250000 /
E. Major Sums £250000+ /
Do you share these resources (or the responsibility for the resources) with anyone?
YES NO (MARK WITH AN X)
Plant/Equipment, Stocks/Materials
If you are responsible for the FRS’s plant/equipment, stocks or materials, please tick the appropriate box below. This includes driving FRS vehicles (car, van, mobile library etc)
PLEASE PUT AN X IN THE BOX THAT APPLIES
LEAVE THIS BLANK IF IT IS NOT APPLICABLE
A. Low value items of plant/equipment, stocks/materials up to £250e.g. PDA, XDA, mobile phone, digital camera. /
B. Items of plant/equipment, stocks/materials £251-£2500
e.g. Laptop, surveying equipment. /
C. Items of plant/equipment, stocks/materials £2501-£100000
e.g. Car, van, fork lift truck, computer stocks. /
D. Items of plant/equipment, stocks/materials £100001-£250000 /
E. Items of plant/equipment, stocks/materials £250001+ /
Do you share these resources (or the responsibility for the resources) with anyone?
YES NO (MARK WITH AN X)
If you are responsible for a laptop can you please indicate if it is used for mobile and flexible working.
YES NO (MARK WITH AN X)
Buildings
If you are responsible for undertaking the maintenance or security of the FRS’s buildings, please tick the appropriate box below. This is likely to apply to caretakers, maintenance and security staff.
PLEASE PUT AN X IN THE BOX THAT DESCRIBES YOUR JOB
LEAVE THIS BLANK IF IT IS NOT APPLICABLE
- Small building
B. Medium building
e.g. Primary school /
C. Large building
e.g. Secondary school /
D. Extra large building /
Do you share this responsibility with anyone?
YES NO (MARK WITH AN X)
- Work Demands
This section considers the impact of deadlines and interruptions. Most jobs have interruptions but consider to what extent the interruptions lead to a change in activity and the extent to which deadlines have to be met.
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. Little/No interruptionse.g. school crossing patrol /
B. Some interruptions
You may be interrupted, but following the interruption you normally return to what you were doing before. e.g. admin asst /
C. Regular interruptions
You will be subject to non-negotiable deadlines and interruptions. The interruptions you have will normally result in a change of activity. e.g. payroll clerk /
D. Frequent interruptions
You are frequently subject to non-negotiable deadlines and interruptions. Changes in activity take place several times a day. /
E. Constant
Work will be subject to constantly changing priorities. You are managing changes in activity, conflicting priorities and non negotiable deadlines. Senior managers with large numbers of staff may be at this level. /
- Physical demands
PLEASE ANSWER THE FOLLOWING BY STATING M, S or O, representing the amount of time spent. If you had a normal office job, for example you would write M in box A. (Normal physical effort).
M= 50%+ and represents the Majority of your time spent
S= 21-50%, represents a Substantial part of your time
O= up to 20%, this occurs Occasionally
A. Normal physical effortThis includes normal office jobs, sitting, standing, filing etc / M, S or O
B. Normal physical effort in awkward postures
Including driving jobs, car maintenance, filing, stacking books on high and low shelves, copy typist typing. / M, S or O
Supporting evidence/examples
This is an office based job that may require driving to external locations for meetings.
C. Substantial physical effort
Jobs where there is a need to use greater than normal physical effort, e.g. cleaner lifting heavy buckets, gardener mowing lawns, digging etc. / M, S or O
Supporting evidence/examples
D. Intense physical effort
This includes pushing/pulling heavy loads, lifting heavy items, moving furniture. / M, S or O
Supporting evidence/examples
- Working Conditions
PLEASE ANSWER THE FOLLOWING BY STATING M, S or O, representing the amount of time spent
If you had a normal office job, for example you would write M in box A, as more than 50% of your time is spent in an office environment. If you were a surveyor, you could select M for box A, as most of the time is spent in the office and O or S for box C.
M= 50%+ and represents the Majority of your time spent
S= 21-50% represents a Substantial part of your time
O= up to 20%, this occurs Occasionally
A. Indoors-office environment (or similar)This includes offices, libraries, care homes, school classrooms, museums and other buildings where the heating, lighting and ventilation are similar to that of an office. / M, S or O
B. Indoors-non office environment
This includes buildings where the heating, lighting and ventilation are not similar to that of an office, e.g. depot, workshop, kitchen, storeroom, factory, laboratory etc. This would also include post holders who are mobile and are in a car/ vehicle, mobile library etc / M, S or O
Supporting evidence/examples
C. Outdoors
Examples might include highway maintenance, gardening, surveying, lunchtime supervision of children etc.
Do not include time spent in a vehicle, this is the time you are exposed to the weather, dirt/dust etc. / M, S or O
Supporting evidence/examples
Are you subject to unpleasant working conditions?
YES NO (MARK WITH AN X)
If YES, please mark all the boxes that apply. If NO please go to section 10.
PLEASE ANSWER THE FOLLOWING BY STATING M, S or O, representing the amount of time spent.
M= 50%+ and represents the Majority of your time spent
S= 21-50% represents a Substantial part of your time
O= up to 20%, this occurs Occasionally
- Heat
Posts that are exposed to rain, snow etc. / M, S or O
Supporting evidence/examples / Supporting evidence/examples
- Cold
Likely to include posts that use heavy cleaning machinery. / M, S or O
Supporting evidence/examples / Supporting evidence/examples
- Dirt/ Dust
Posts that may involve cleaning up vomit, body fluids and/ or cleaning toilets. / M, S or O
Supporting evidence/examples / Supporting evidence/examples
- Noise
Likely to include unblocking toilets/ drains, removing dog faeces or dead animals. / M, S or O
Supporting evidence/examples / Supporting evidence/examples
- Work Risk
This factor considers the level of risk to personal safety, of injury, illness or health problems arising from the environment or the public/clients. This factor assumes appropriate risk assessments have been undertaken and hazardous conditions have been avoided or reduced as far as possible.
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. MinimalThis may be a job that is primarily office based and not in regular contact with the general public. Most office based jobs will score at this level. /
B. Regular
Jobs where there is contact with the general public on a daily or weekly basis. This may also describe a job where there is some potential risk to health/safety. e.g. Receptionist, school secretary, grounds staff, caretaker, library assistants etc. Staff working on telephone support lines subjected to constant verbal abuse are also included. /
C. Moderate
Jobs where there is contact with the clients/public on contentious matters, or exposure to potentially violent or dangerous situations. e.g. social workers, EWO’s, Trading Standards officers, Highways inspectors, care assistants etc. /
D. Substantial
Jobs where there is contact with the clients/public on highly contentious matters, e.g. child protection social worker, or where there is a risk of a violent situation due to the client group, e.g. a special school with SLD/ASD or EBD pupils, Trading Standards enforcement officers etc. /
11. Knowledge and Skills
This section measures the minimum level of knowledge and skills required for the job. This section is not concerned with performance.
PLEASE PUT AN X IN THE ONE BOX THAT DESCRIBES YOUR JOB
A. Basic standard of knowledge and skillsThis includes jobs that have a requirement for basic literacy/numeracy and an ability to follow simple instructions. /
B. General standard of knowledge and skills
This includes jobs that have a requirement for the application of readily understood rules and procedures. NVQ2 equivalent. /
C. Good standard of knowledge and skills
This includes jobs that are required to undertake more complicated tasks and instructions. Minimum NVQ2/NVQ3 equivalent. /
D. Detailed knowledge and skills
The job requires a detailed knowledge in an area of work. You are required to carry out a variety of advanced tasks. This includes jobs that have an input into the way work is carried out. Minimum NVQ3 /NVQ4 equivalent. /
E. Specialist knowledge and skills
The job requires specialist knowledge and skills in an area of work. . NVQ4 equivalent. /
F. Expert knowledge and skills, in a specialist discipline
At this level you will be recognised as an expert in a specialist discipline. The job involves tasks that are complex. NVQ 5 equivalent. /
G. Expert knowledge and skills, in a range of specialist disciplines, or Advanced knowledge and skills of a highly complex nature in one discipline
Work of a more complex nature which requires expert/advanced level knowledge and skills in a range of specialist disciplines. /
H. Advanced knowledge and skills of a highly complex and diverse nature, in a number of disciplines
Work of a highly complex and diverse nature in a range of specialist disciplines. /