Kent Fire and Rescue Service
Pay Policy Statement - 2026/27

When a post is created or changes significantly it is evaluated in order that it can be matched against the appropriate grade for the role. A job evaluation process is used to determine the grade of a post. The process of job evaluation considers a range of factors relating to the demands of the job, including knowledge necessary to do the job; complexity; level of discretion in, and potential impact of, decision-making; and accountabilities in relation to people, finance and physical resources such as equipment or property. The job evaluation process ensures that the principle of equal pay for work of equal value is met and that the demands required of the post are assessed as objectively as possible. The job evaluation process includes input from trained individuals from across the organisation including union representatives. 

The job evaluation process was last reviewed in September 2018. The scheme still follows the principles of the NJC scheme, but some factors have been updated to ensure the scheme better relates to specialist/professional roles.

The Authority has a Workforce Planning Board which meets to consider and determine the future needs of everyone that works for us, what posts are needed, and which can be deleted. Where uniformed vacancies arise or will occur at some point in the future, consideration is given to the post being converted from uniformed (Grey Book) to non-uniformed (Green Book) terms and conditions.