E V A L U A T I O N    O F    N E W    J O B OR EXISTING POST THAT HAS BEEN APPROVED FOR RE-EVALUATION BY SCRUTINY PANEL (Form JE/2)	

Form  C O M P L E T E D  by:       	Date:      

Job Title:	     	
Service:	     	Section:      	
Line Manager’s Job Title:	     	

Œ	Attach a LINE DIAGRAM as a SEPARATE DOCUMENT showing where the job sits – 
jobs above / jobs below – in the Section and the Service.

(If you complete this form on a PC and submit it by email, attach the line diagram as a separate file. 
If you complete this form on paper and submit it by mail, enclose a hard copy of the line diagram.)

�	Examples are needed throughout this form. DO NOT quote extracts from the Job Evaluation Scheme. The form must be completed fully.

Ž	Attach a job and person specification if possible. 

MAIN PURPOSE OF THE JOB

The main purpose of the job is:
     	

The main elements of the job are : (copy in from the job description, if available)  	(approx. percentage of 
	time to nearest 10%)
●       

●       

●       

●       

FACTOR  1  –  WORKING ENVIRONMENT	

This is the PREDOMINANT and NORMAL physical environment of the job.

It covers exposure to disagreeable, unpleasant, uncomfortable or hazardous working conditions such as dust, dirt, temperature extremes and variations, humidity, noise, vibration, fumes and smells, human or animal waste, steam smoke, grease or oil, inclement weather; and discomfort arising from the requirement 
to wear protective clothing.

It covers hazardous aspects of the working environment which are unavoidable and integral to the job, such as the risks of illness or injury arising from exposure to diseases, toxic substances, machinery, lone working or working locations. Health and safety regulations and requirements are assumed to be met by both the employer and the employee.

Q1.	Which best describes the PREDOMINANT working environment of the job?

	Tick one box

Predominantly working indoors 	

Predominantly working indoors but involves travelling between different locations or premises 	

Predominantly working outdoors and involves travelling between different locations or premises 	

Predominantly working outdoors but sheltered, e.g. in a driver’s cab or bothy 	

Predominately working outdoors but can take shelter to avoid adverse weather 	

Predominately working outdoors and exposed to all weathers 	

Describe where the jobholder would NORMALLY work (e.g. in an office, on a building site): 
     	

Q2.	Does the job NORMALLY involve exposure to unpleasant, disagreeable or hazardous conditions
	(noise, dust, smells, chemicals, etc)?

If YES, describe these conditions/give EXAMPLES: 	If NO tick box  
	and go to Factor 2
     	

Q3.	For what PROPORTION of working time does the job involve ACTUAL exposure to these conditions?
	For example: up to 20% of working time (approximately).

     	

ANALYST SECTION ONLY       	

FACTOR  2  –  PHYSICAL CO-ORDINATION	

This concerns PREDOMINANT demands for physical co-ordination REQUIRED to do the job.

It covers manual and finger dexterity, hand-eye co-ordination, and co-ordination of limbs and/or senses required in the course of normal working.

Q4.	In the course of NORMAL working, is physical co-ordination needed MAINLY or 
	PREDOMINANTLY for:

   Keyboarding or other computer use 	   Driving

   Other Activities 	   Not required

Describe the MAIN activities requiring physical co-ordination involved in the job on a day to day basis: 
     	

Describe the nature of precision, if any, required to undertake these activities, 
e.g. for calibrating equipment, for driving, for keyboarding, give EXAMPLES:
     	

Q5.	If the jobholder needs to drive, which type of vehicle used by the jobholder in the course 
	of NORMAL working requires the HIGHEST level of physical co-ordination?

  Car or light van	  Tractor, road roller, dump truck, fork lift truck or similar

  Minibus, medium van or similar	  Large mechanical digger or equivalent

  Large truck, articulated vehicle or similar	  Other propelled equipment

Q6.	Is the jobholder REQUIRED to use the vehicle while towing equipment 
	or operating attachments in the course of NORMAL working?	  YES	  NO

If YES give EXAMPLES:
     	

Q7.	Is it an INTEGRAL part of the job to manoeuvre this vehicle into, 
	within and out of severely restricted spaces, e.g. confined spaces? 	  YES	  NO

If YES give EXAMPLES:
     	

ANALYST SECTION ONLY       	

FACTOR  3  –  PHYSICAL EFFORT	

This concerns the strength and stamina REQUIRED to do the job in the course of normal working.

It covers all forms of physical effort required in the course of NORMAL working, for example standing, walking, lifting, carrying, pulling, pushing, working in awkward positions such as bending, crouching, stretching; for sitting, standing or working in a constrained position.

Q8.	Is the job primarily SEDENTARY

  YES	  NO	(If YES, move to FACTOR 4 – MENTAL SKILLS)

Q9. 	If the job requires MORE THAN basic physical effort by the job holder put a ‘1’ in the 
	box below which best describes the GREATEST demand for physical effort involved 
	as part of the USUAL routine, i.e. the HEAVIEST physical demand of the job.

	Put a ‘2’ in the box below which best describes the OTHER demand for physical effort 
	involved as part of the USUAL routine, i.e. the MAIN physical demands of the job.

Lifting / carrying	     	Applied physical effort (such as scrubbing, sawing, digging etc.)	     	Working in a constrained position	     	
Pushing / pulling                 postures	     	Working in awkward	     	Standing / walking
	     	

Describe the normal working position(s) / activities involving physical effort. Give EXAMPLES:
     	

Q10. 	Use a ‘1’ to indicate ON AVERAGE the proportion of working time that the GREATEST demand 
	for physical effort is required as part of the USUAL routine.

	Use a ‘2’ to indicate ON AVERAGE the proportion of working time that the OTHER demand
	for physical effort is required as part of the USUAL routine.

Only occasional	     	21% - 40%	     	61% - 80%	     	
5% to 20%	     	41% - 60%	     	Over 80%	     	

ANALYST SECTION ONLY       	

FACTOR  4  –  MENTAL SKILLS	

This concerns the thinking requirement in the job and involvement in business planning.

It includes problem solving, option appraisal, creativity and design, innovation, imaginative and develop-mental skills, analytical and strategic thinking, research, ‘business’ planning (e.g. work planning, developing section plans, operational plans, project plans, business strategies) and the ability to conceptualise. 

Q11.	Describe below the more DIFFICULT or CHALLENGING problems, faced by the job holder, in the 
course of normal working – not the routine or everyday problems.

     	

Q12.	How are the more DIFFICULT or CHALLENGING problems resolved, that arise in the course 
	of NORMAL working? (i.e. the non-routine problems, not the everyday problems)
	Tick one box

By referring the more difficult or challenging problems upwards to a supervisor or line manager 	

By applying existing rules, procedures or instructions to the more difficult 
or challenging problems that arise  	

By applying analytical and problem solving skills to the more difficult or challenging problems that arise 	

Q13.	What best describes the mental skills REQUIRED to resolve the more DIFFICULT or CHALLENGING 
	problems or deal with situations arising?
		Tick one box

Making choices between defined options	

Judgement or creativity to resolve generally similar problems 	

Judgement or creativity to develop new solutions	

Q14.	What best describes the forward business planning or work scheduling activity 
undertaken in the job?
	Tick one box
	(Question continues overleaf)

Scheduling own workload	

Scheduling work and activities for self and/or others for several days in advance	

Scheduling work and activities for self and/or others for more than 1 week in advance	

Scheduling work and activities for self and/or others for more than 1 month in advance	

Planning / scheduling work for up to 3 months in advance	

Planning / scheduling work for more than 3 months in advance	

Updating existing or rolling plans for up to a year in advance	

Planning new or one-off tasks for up to three months in advance	

Creating and maintaining plans for up to a year in advance	

Give EXAMPLES of the work or activities planned or scheduled (for example project plans): 
     	

Q15.	Is the jobholder REQUIRED to develop or contribute to the development of business strategies or 
	plans (e.g. unit plans, project plans, section plans) for future implementation?

  YES	  NO 

If YES, describe the jobholder’s business planning activities / nature of involvement: 
     	

Q16.	If developing strategies or plans for future implementation, how far ahead does the 
	jobholder TYPICALLY have to think?

Over a period of up to 3 years   	Over a period of more than 3 years   

ANALYST SECTION ONLY       	

FACTOR  5  –  CONCENTRATION	

This covers mental or sensory attention, awareness and alertness, and anything which may make concentration more difficult, such as repetitive work, interruptions or the need to switch between varied tasks or activities; and other forms of work related pressure. The factor looks at the nature and degree if the HIGHEST level of concentration required in the course or NORMAL working, and the duration of the requirement.

Q17.	Describe the HIGHEST level of mental or sensory attention that is normally REQUIRED 
	to ensure that the DAY TO DAY tasks and duties of the job are carried out correctly. 

DESCRIBE and give EXAMPLES of the day to day tasks which require concentration. 
     	

Q18.	What is the TYPICAL duration of periods, on the tasks you have described, over which 
	the jobholder is REQUIRED to SUSTAIN this level of attention WITHOUT INTERRUPTIONS 
	on a DAY TO DAY basis?
	“Interruptions” are any occurrence which diverts the jobholder’s attention from the immediate 
	task in hand, e.g. answering a telephone call, dealing with a personal caller, completing one task and 
	starting another, etc.
Tick one box

Less than an hour    	1 – 2 hours    	More than 2 hours   

Q19.	On a day to day basis, which aspect of the job creates the MOST pressure for the jobholder?

	Tick one box

Repetitive work		Switching from one thing to another   	Interruptions   

Deadlines		Conflicting or simultaneous demands   	None of these   

Give EXAMPLES for / describe the option chosen in Q19, e.g. telephone calls, dealing with personal visitors or colleagues’ queries:
     	

ANALYST SECTION ONLY       	

FACTOR  6  –  COMMUNICATION SKILLS	

This concerns the requirement for spoken and written communication in the COURSE OF NORMAL WORKING. It covers oral, sign, linguistic and written communication skills such as informing, exchanging information, listening, interviewing, persuading, advising, presenting, training, facilitating, conciliating, counselling, negotiating and advocacy. 

Q20.	With whom does the jobholder MAINLY communicate, in the course of NORMAL working?

	Tick one box
Immediate work colleagues 	 

Colleagues in other service 	 	External contacts    	Members of the public   

Customers and / or clients 	 	Mix of internal and external contacts    	Elected members   

Q21.	If communication is not mainly with immediate colleagues, what best describes the level 
of understanding of the other parties?
	Tick one box 

Familiar with the subject matter   	Unfamiliar with the subject matter   

	A range of audiences – both familiar and unfamiliar with the subject matter   

Q22.	What best describes the NATURE of the information USUALLY communicated 
	in the course of normal working?
	Tick one box

Straightforward		Routine   	Sensitive   

Complicated		Non-routine   	Contentious   

Describe, with EXAMPLES, typical, REGULAR, communications: (What? To Whom? For what purpose?)
     	

Q23.	Identify the MOST demanding type of communication, i.e. requires the greatest skill 
	ROUTINELY involved in the job?
	Tick one box

Exchanging information    	Seeking / providing information    	Eliciting / explaining information   

Advising / guiding / persuading    	Training / presenting    	Public relations / promotions   

Using another language    	None – communication is generally 	only with immediate work colleagues   

Describe, with EXAMPLES, what is involved in this most demanding form of communication, which is a normal part of the job, e.g. presenting to committee or demonstrating techniques to work colleagues?
     	

Set out any further information about communication required in the job as part of the routine, which you think is relevant:

     

	

ANALYST SECTION ONLY       	

FACTOR  7  –  DEALING WITH RELATIONSHIPS	

This concerns the demands on the jobholder arising from the circumstances and/or behaviour of those 
he / she comes into contact with as an INTEGRAL part of normal working. It covers the interpersonal skills needed to deal with and/or care for other people (excluding the jobholder’s immediate work colleagues) 
who are upset, unwell, difficult, angry, frail, confused, have special needs, are at risk of abuse, 
are terminally ill, or are disadvantaged in some way. It also considers the need to cope with abuse, aggression, the threat if violence, and/or to deal with conflict.

Q24.	What BEST describes the circumstances or behaviour of the people the jobholder comes into 
	contact with, in the course of NORMAL working?

	Tick as many boxes as you consider to be appropriate

Upset 	 	Unwell    	Difficult   

Angry 	 	Frail    	Confused   

Have special needs 	 	At risk of abuse    	Terminally ill   

Disadvantaged in some way 	 	Abusive    	Aggressive   

Potentially violent 	 	In conflict with the jobholder    	None of these   

Describe the EXTENT to which these people are disadvantaged, abusive, threatening or otherwise demanding, providing examples:
     	

Q25.	Provide examples of HOW and WHY the jobholder would TYPICALLY be required to DEAL with 
	people’s circumstances or behaviour as ticked in question 24, for example homeless, elderly, deaf, 
	threatening, abusive, aggressive. Indicate the PROPORTION of the working time this typically 
	involves. Describe the responsibility of the jobholder to the demanding people.

	Proportion of working time	
     	     	

Set out any further information which is relevant about demanding parties/situations to which the jobholder is exposed as a normal part of the job:

     

	

ANALYST SECTION ONLY       	

FACTOR  8  –  RESPONSIBILITY FOR EMPLOYEES	

This factor considers the responsibility of the jobholder for the supervision, co-ordination or management 
of employees, or equivalent others. It includes responsibilities for work allocation and planning, checking, evaluating and supervising the work of others; providing guidance, training and development of own team/ employees, motivation and leadership; and involvement in personnel practices such as recruitment, appraisal and discipline. The factor takes account of the nature of the responsibility, not the precise numbers of employees supervised, co-ordinated or managed; and the extent to which the jobholder contributes to the overall responsibility for employees.

Q26. 	Which of the following best describes the NATURE of the jobholder’s RESPONSIBILITY for the 
	work of others, in the course of normal working? If none, tick box and go to FACTOR 9.

	Tick one box

Providing advice and guidance    	Instructing / allocating work and checking results   

Demonstrating duties    	Co-ordination of work, on the job training and / or performance appraisal   

Providing on the job training    	Providing or co-ordinating training   

Directing activities    	None   

Describe how this responsibility is carried out:
     	

Identify the job titles and numbers of those whose work the jobholder supervises and / or manages:

Job Title:	Number:	
     	     	
     	     	
     	     	
     	     	

Q27.	How often is this responsibility carried out? (Holiday cover is ignored)
	Tick one box

On an occasional basis   	On a daily basis   	On a regular, but not daily, basis e.g. seasonal work  

Q28.	Which best describes the jobholder’s responsibility for the implementation 
	of personnel policy, procedure and practice?
	Tick one box

No responsibility	

Involved in the application and implementation of personnel practices, e.g. recruitment, 
absence management 	

Directly implements personnel procedures and practice 	

Ensures through others the implementation of personnel policies, procedures and practices 	

Managing and monitoring the implementation of the personnel framework 
within their own Council Service / department 	

Accountable for the implementation of personnel policy	

Give EXAMPLES to illustrate the responsibility: 
     	

Q29.	Which of the following best describes the jobholder’s RESPONSIBILITY for directing
	activities of others? (Supervisors will not be directing)
	Tick one box

Monitor team performance and evaluate work against a pre-determined programme	

Evaluate activities and working methods and re-prioritise within established parameters 	

Determine departmental / functional priorities / targets and review activities and methods 	

Determine resource requirements and set objectives 	

ANALYST SECTION ONLY       	

FACTOR  9  –  RESPONSIBILITY FOR SERVICES TO OTHERS	

This factor concerns the jobholder’s responsibility for the quality and delivery of services. 

It covers responsibilities for the provision of physical, mental, social, economic, business and environmental services, including health and safety. It covers services to individuals or groups such as internal or external clients, service users and recipients, customers, contractors, and members of the public. For example, providing personal services, advice guidance, or other forms of assistance; applying, implementing or enforcing regulations; or designing, developing, implementing and/or improving services or processes.

Q30.	Which of the following best describes the PREDOMINANT responsibility for services 
	to others in the job, in the course of normal working?
	Tick one box

Provision of support services to colleagues or mainly internal customers	

Personal delivery of front-line services to mainly external users 	

Applying and / or enforcing regulations or Council policy, e.g. statutory regulations	

Assessing service requirements or client / customer needs 	

Describe the service provided to others by the jobholder:
     	

Q31.	Only complete this question if jobholder assesses service requirements / customer needs. 
	What best describes the jobholder’s responsibility for delivering services to others?
	Tick one box

Contributes directly to assessment of complex needs and monitor service quality and delivery 	

Manages the quality and provision/delivery of programmes of activities or services 	

Ensures contracted service delivery complies with quality standards / specifications 	

Manages contracted service delivery to quality / cost / time standards / specifications 	

Contributes directly to design, development / improvement of programmes of activities or services 	

Leads the design, development/improvement of programmes of activities or services 	

Accounts for the quality and provision/delivery of service 	

For the choice made, describe what the jobholder does, with EXAMPLES:
     	

ANALYST SECTION ONLY       	

FACTOR  10  –  RESPONSIBILITY FOR FINANCIAL RESOURCES	

This factor covers responsibility for cash, vouchers, cheques, debits and credits, invoices and responsibility for the range of budgetary activities – including project, expenditure and income budgets, income generation and the generation of savings, assessments of risk/grants, loans/investments. For example, accuracy, processing, checking, safekeeping, security, authorising, monitoring, accounting, auditing, budgeting, estimating, business and financial planning, control and long term development of financial resources. 
It also takes into account the need to ensure economy, efficiency and effectiveness in the use of financial resources, and the need to ensure financial probity. 

Q32.	Does the jobholder have ANY responsibilities for finance?

  YES	  NO	(If NO, move to next FACTOR)

Q33.	What is the PREDOMINANT nature of the responsibility for finance?
	Tick one box

Handling cash, cheques or equivalents 	 	Accounting for / auditing of financial resources   

Security of cash, cheques or equivalent 	 	Processing financial documents or transactions   

Budgetary 	

Describe the responsibility of the job holder, with EXAMPLES:
     	

Q34. 	How OFTEN does the jobholder carry out this responsibility?
	Tick one box

Occasionally    	Regularly    	Daily   

Q35.	Estimate the TOTAL amount of resources on an ANNUAL BASIS, e.g. the size of a budget, 
	the amount of cash handled, the amount of cash secured etc., which is the job holder’s responsibility 
	(do not include staff costs):

     	

Q36.	If the jobholder has responsibility for budgets, describe the PREDOMINANT NATURE 
	of the jobholder’s responsibility.
	Tick one box
Spending from an allocated budget 
within set authorisation limits 	 	Monitoring budgetary income / expenditure   

Authorising and monitoring 
budgetary expenditure 	 	Contributing to the budget setting / estimating process   

Leading or controlling 
the budget setting process 	 	Determining and planning budgets   

Q37.	If the job involves responsibility for budgets, describe the purpose and annual size of these budgets, 
	for example, project, capital expenditure, income generation or savings targets, assessments of risk / 
	grants, loans / investments etc. (do not include staff costs):

     	

Is there anything else about financial responsibilities which should be recorded?
     	

ANALYST SECTION ONLY       	

FACTOR  11  –  RESPONSIBILITY FOR PHYSICAL AND INFORMATION RESOURCES	

This factor considers the jobholder’s PRIMARY and SECONDARY responsibilities for the Council’s physical and information resources. 

It covers tools, equipment, instruments, vehicles, plant and machinery, materials, goods, produce, stocks and supplies, manual or computerised information used in the course of normal working. It also covers responsibility for offices, buildings, fixtures and fittings; Council databases, information systems and records; land and construction works. 

Q38. 	What is the MAIN responsibility for physical or information resources involved in the job? - use a ‘1’ 
	For any secondary or OTHER responsibility use a ‘2’:

Plant, vehicles, equipment and / or tools	     	Buildings, premises, external locations or equivalent	     	None	     	
Manual or computerised information	     	supplies and/or stocks	     	Other	     	

Describe and give EXAMPLES of the responsibility for physical or information resources in the 
COURSE OF NORMAL WORKING, e.g. data input, using tools or equipment, cleaning buildings, 
ordering supplies, designing works, tendering, management of sites etc.:

	Description and EXAMPLES	How often? 
- e.g. daily, weekly	
MAIN	     	     	
SECONDARY	     	     	

Q39. 	What is the (approximate) total VALUE of the PHYSICAL RESOURCES for which the jobholder is 
	responsible, e.g. value of vehicle?

Responsibility	Approximate total value 	
Primary or main	     	
Secondary or other 
– if appropriate	     	

ANALYST SECTION ONLY       	

FACTOR  12  –  INITIATIVE AND INDEPENDENCE	

This concerns the jobholder’s scope to exercise initiative and the extent of freedom to act – decision making in the job. It takes into account the nature and degree of supervision and guidance of the jobholder provided by instructions, procedures, practices, checks, policy, precedent, regulation, strategy and statute. 

Q40.	What best describes the type of initiative the jobholder is required to exercise 
	in the course of NORMAL working?
	Tick one box

Working to instructions 	 

Following routine working practices 	 

Following established procedures 	 

Working to policies i.e. established policies, strategies, codes, regulations, legislative procedures, 
service plans	 

Working within the framework of Council policies 	 

Q41. 	What best describes the TYPE of problems the jobholder is expected 
	to deal with INDEPENDENTLY?
	Tick one box

	Routine	Predictable – generally	Unanticipated – unforeseen
or generally similar 		covered by policy / procedures   	or not occurred before   

For the choice made, provide EXAMPLES of typical problems the jobholder would be expected to deal with independently: 
     	

Q42.	Which of the following best describes the extent of the jobholder’s freedom 
	to act in the course of NORMAL working?
	Tick one box

Work is inspected 		Work is subject to checks   	Work is closely supervised   

Guidance is available 		Requires managerial direction   	Requires professional advice   

Requires operational 		Problems are referred	Expected to respond 
advice and guidance 		to a supervisor   	independently to problems   

Q43.	What level of supervision OR advice and guidance is GENERALLY available to the jobholder?
	Tick one box

Advice and guidance 		Access to supervisor for unusual
readily accessible 	 	or difficult problems   

Advice and guidance 		Advice and guidance
as and when required 	 	not readily accessible   

Jobholder works without 		Jobholder receives managerial direction
recourse to others for advice 	 	and professional advice   

Jobholder receives general 		Jobholder receives minimal
managerial direction 		managerial direction   

Jobholder consults manager 		
for specific advice 		

Provide EXAMPLES of the type of advice and guidance the jobholder might seek or receive in the course 
of normal working and from whom:
     	

Q44. 	What TYPE of problems would the jobholder refer to a supervisor or manager?
	Tick one box

Unusual    	Difficult    	Serious   

Provide EXAMPLES of typical problems that the jobholder would refer to the supervisor or line manager: 
     	

Q45.	What best describes the jobholder’s PREDOMINANT role, if any, in relation to strategy development? 

	Tick one box
None 	

Occasional input to development of strategy	 	Responsible for developing strategy   

Contributes to the development of strategy 	 	Responsible for recommending strategy   

Describe, with EXAMPLES, the jobholder’s involvement in strategy development: 
     	

ANALYST SECTION ONLY       	

FACTOR  13  –  KNOWLEDGE (& EXPERIENCE)	

This factor considers what the typical jobholder needs to know to do the job and/or experience requirements. 

Q46.	What is the PREDOMINANT nature of the knowledge and experience REQUIRED by the jobholder?

	Tick one box

Technical / Practical		Professional   	Clerical / Administrative / Business support   

Operational/Managerial 		Strategic   	A combination of operational AND strategic   

Q47.	How is the knowledge NEEDED to do the job TYPICALLY acquired?
	Tick one box

Demonstration and familiarisation on the job	 	Through previous or job related experience   

On the job training and experience 	 	 
		Vocational training /
Professional qualifications and experience 		further education and experience   

Describe what is involved in acquiring the knowledge: 
     	

Q48.	Could the job be done by someone who CANNOT read or write?

  YES	  NO 

Q49.	What best describes the LEVEL of literacy and numeracy NEEDED to do the job?
	Tick one box

Basic reading / composing straightforward sentences / basic arithmetic 	

Interpreting / preparing documents requiring original composition / undertaking arithmetic functions 	

Interpreting / preparing technical maps and drawings	

Higher level skills, e.g. report writing	

Provide typical EXAMPLES: 
     	

Q50.	What best describes the qualifications, if any, typically REQUIRED to do the job?

	Tick one box

Certificates, e.g. Standard Grades, 		Vocational, e.g. SVQ’s, Apprenticeships, 
Highers, HNC, IT or fork lift competence etc 	 	City & Guilds, LGV / HGV / PSV licence etc   

General degree or equivalent 	 	Professional diploma or equivalent   

		A degree or equivalent 
A degree or equivalent in a specific discipline 	 	AND a post- Graduate qualification   

An honours degree in a specific discipline 		 None   

Describe the relevant certificate(s) / qualification(s) which are a ‘must have’ or the job cannot be done: 
     	

Q51.	Could this job be undertaken WITHOUT a degree or equivalent?

  YES	  NO 

If NO, explain why the degree or equivalent is required: 
     	

Q52.	Is the jobholder required to PARTICIPATE in working parties as a REGULAR part of the job’s role 
	and responsibilities? 

  YES	  NO 

If YES, describe, with examples, the PURPOSE of these working parties which jobholder might be 
involved in, and HOW OFTEN the jobholder is required to participate in such groups:

Nature of 
Working Party	Purpose - please give examples & titles	How often	
Internal	     	     	
External	     	     	

Q53. 	Describe the TYPE of experience required to be fully competent and familiar with the job, if any, 
	and HOW LONG would it TYPICALLY take to acquire this experience? 

Type of Experience required	How could it be gained?	Length of Experience	
     	     	     	

Q54. 	Is this experience in addition to Qualifications?

  YES	  NO 

Q55. 	Can experience be instead of Qualifications?

  YES	  NO 

Set out any further information about knowledge and experience needed to do the job 
which you think is relevant:
     	

I confirm that the information given above describes fully the post which is to be evaluated

Head of Service Name:                                                  Signature:                                     Date:

Director:                                                          Signature:                                                      Date:

This form should be sent to the Head of HR

ANALYST SECTION ONLY