Kent Fire and Rescue Service
Pay Policy Statement 2018/19

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 current job evaluation process has been in place for 25 years. It is the Authority’s intention to review the current scheme during 2018/19 with a view to making minor amendments in order to make it better fit how Green Book roles have evolved over the 25-
year period. Any changes to the scheme will be made in consultation with staff representatives.

The Authority has an Establishment Group made up of relevant officers. The responsibilities and functions of this group include considering the future workforce structure. Within this, 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.