JFM for the private sector

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Based on the now common concept of Job Families, our approach additionally addresses the specific issue of how to allocate a role to a generic profile in a manner that achieves equal value compliance.

JFM and getting pay rightWe can help you to:

  • Undertake Job Family Modelling based on generic descriptions of work.
  • Ensure equal value compliance if you are already using this approach.

Our approach provides:

  • The full benefits of Job Family Modelling, including modernised and simple descriptions of work.
  • A pragmatic alternative to mass Job Evaluation exercises.
  • Effective pay and grading structures with an equal value compliant process.

Key features are:

  • Alleviate the need for detailed written individual job descriptions for single or multiple incumbent jobs.
  • Reduce the consequential requirement to evaluate all individually identified jobs.
  • Take advantage of an analytical allocation (matching) process to improve speed and consistency.
  • Optimise time, resources and cost of the technical job evaluation exercise, without a detrimental impact upon the outcome.

The process

All implementation depends on your circumstances.  We work in close partnership at all times.

A typical process involves:

  • Stage one
    Your detailed briefing on strategy requirements.
  • Stage two
    Reviewing current roles and descriptors.
  • Stage three
    Reviewing and, as necessary, developing a competency framework aligned with your new strategy and culture.
  • Stage four
    Arranging job families, agreed with senior managers.
  • Stage five
    Designing each family in detail.
    Agreeing work levels.
    Drafting detailed role profiles, including allocating key competencies.
    Signing off final versions.

The Ways Job Family Allocation Tool©

Our provision includes access to our unique allocation tool.

1. The allocator assesses the most appropriate Job Family for a job to be assigned to.

2. The allocator uses his or her knowledge of the job to analyse it against the predetermined critical factors that differentiate between each Job Family level.

3. The allocator then decides upon the most appropriate Job Family level, allocating the job to the corresponding role profile for that level.

Why choose us?

  • A strong track record of delivering Job Family projects to large organisations with complex workforces, including public sector local authorities.
  • Our clients in the local authority sector have been at the cutting edge of the equal value challenge and lessons learned with these major employers are extremely relevant to the private sector.