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What are job evaluations?

A job evaluation is when an employer decides the importance of a number of different jobs within the company.

A job evaluation is often used when:

• deciding pay and grading
• making sure there is a fair and equal pay system
• deciding on benefits, for example bonuses and car allowance
• comparing pay against other companies
• reviewing all jobs after a large change within the company, for example a change of ownership

Job evaluations must look at your job role and not you as a person to make sure they are fair.

Reasons for job evaluations

Many companies find they need to do a job evaluation as it is difficult for Human Resources to know each job in detail.

A job evaluation becomes more important when the number of employees in a company grows. If your company has grown recently it is important they make sure that:

• pay and grading across the company is fair
• all job titles are correct if there has been an increase in staff numbers
• benefits are fair across the company, for example bonuses and cars

Communication

It is important that your employer keeps you well informed during a job evaluation.

They should make sure that:

• you understand how jobs are being evaluated
• all evaluations are done in the same way
• they comply with the law on equal pay and equal value

Benefits of job evaluations

A job evaluation can have benefits to you and your role. As the company is taking a closer look at roles this allows them to:

• know the duties you perform in your role
• understand your training needs
• identify health and safety hazards in your role
• encourage communication between you and your manager

What to do if you disagree with a job evaluation

If you feel that your job evaluation has been unfair you should contact your Human Resources department.

If your company doesn’t have a Human Resources department you can seek independent advice from Acas.

• Get free independent advice from Acas Opens new window

What are appraisals?

Appraisals, sometimes also called performance appraisals, are set up by employers to review your current work performance, and help improve your future performance. They may also be used to decide if you get a bonus for good performance at work.

Most employees will have a formal appraisal once a year, although new starters may have more than one.

Although the formal appraisal is often held once a year a review of your performance should go on constantly. You may get regular reviews throughout the year. These reviews give you a chance to sit down with your manager and discuss how you are getting on and how you can improve.

You should see all of your appraisal reports and get the chance to say whether you agree with them.

The paperwork

It is important that there is a written record of any appraisal.

How these forms look will be different for every company but most forms should contain:

• basic personal details, for example your name and date of birth
• your job title
• your job description
• a review of your performance
• an overall performance rating
• comments from your manager
• comments from you
• a plan for development and actions

Different ways appraisals may be carried out

Rating your performance

This method of appraisal will usually list the different things that are being assessed, like the quality of your work. You are then rated according to how well you perform in this area, for example:

1. outstanding
2. exceeds requirements of the job
3. meets the requirements of the job
4. shows some minor weaknesses
5. shows some significant weaknesses
6. unacceptable

Comparison with objectives

This method of appraisal involves you and your manager agreeing objectives at the beginning of the appraisal. Your appraisal is then based on how well these objectives have been met.

What are the benefits of appraisals?

Appraisals can help your job performance by identifying your strengths and weaknesses and help you develop your career. They can also help reveal any problems you may be having with your work that may be stopping you from progressing.

Appeals against the outcome of an appraisal

Your company should have an appeals system in place. Your appeal should be dealt with by a more senior manager than the person who did your appraisal. You have the right be assisted by a union representative or a person of your choice; this does not have to be somebody from work.

To find out more about your company’s appeals process you should speak to your Human Resources department. If your company doesn’t have a Human Resources department you can seek independent advice from Acas.

• Get free independent advice from Acas Opens new window

Useful contacts

• Acas (Advisory, Conciliation and Arbitration Service)

• Citizens Advice Bureau

• Jobcentre Plus

• businesslink.gov.uk Opens new window

• More useful contacts