HFRA HR Committee Job Evaluation Report Appendix 1

FM/1/6/3/1

EQUALITY IMPACT ASSESSMENT - INITIAL SCREENING

Function/Department

Human Resources

Person responsible for the assessment

Bob Wythe

Name of the policy to be addressed

Grey Book Job Evaluation Scheme

Date of assessment

17 August 2005

Is this a new or existing policy

New

Note: For policy read policy/service/activity

1 Briefly describe the aims, objectives and purpose of the policy.

To examine the function and scope of each rank up to and including Senior Divisional Officer and assimilate these to roles in accordance with Integrate Personal Development System role maps.

2 Are there any associated objectives of the policy, please explain.

To provide Hampshire Fire and Rescue Service with a policy for evaluating future grey book posts.

3 Who is intended to benefit from the policy and in what way?

Hampshire Fire and Rescue Service and its employees have a clear, consistent and open process that places its people within a role and associated pay scale.

4 What outcomes are wanted from this policy?

As in 3.

5 What factors/forces could contribute/detract from the outcomes?

All employees need to have access to procedure and policy documentation.

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6 Who are the main stakeholders in relation to the policy?

Corporate management and employees.

7 Who implements the policy and who is responsible for the policy?

Job Evaluation project team on behalf of corporate management.

8 Are there concerns that the policy could have a differential impact:

- On racial groups?

- Due to gender?

- Due to disability?

- Due to sexual orientation?

- Due to their age?

- Due to their religious belief?

- Due to them having dependants/caring responsibilities?
- Due to them being transgendered or transsexual?

Yes / No - What existing evidence (either presumed or otherwise) do you have for this?
No
No
Yes - May not be able to interpret written documents or communicate a written response.
No
No
No
No
No

9 Could the differential impact identified in 8 amount to there being the potential for adverse impact in this policy?

Yes / No / NA - Please explain
No - Alternative method of explaining documentation and obtaining a written response is available.

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10 Can this adverse impact be justified on the grounds of promoting equality of opportunity for one group? Or any other reason.

Yes / No - Please explain for each equality strand, if necessary use a separate piece of paper
No

11 Should the policy proceed to a partial impact assessment?

Yes / No
No

12 If yes, is there enough evidence of proceed to a full EIA?

Yes / No

13 Date on which partial or full impact assessment to be completed by

Completing Officer

Name: R Wythe

Date: 17 August 2005

Review Date:

Lead Officer

Name: R Wythe

Date: 17 August 2005

17 August 2005

Function/Department	Human Resources
Person responsible for the assessment	Bob Wythe
Name of the policy to be addressed	Grey Book Job Evaluation Scheme
Date of assessment	17 August 2005
Is this a new or existing policy	New

1 Briefly describe the aims, objectives and purpose of the policy.	To examine the function and scope of each rank up to and including Senior Divisional Officer and assimilate these to roles in accordance with Integrate Personal Development System role maps.
2 Are there any associated objectives of the policy, please explain.	To provide Hampshire Fire and Rescue Service with a policy for evaluating future grey book posts.
3 Who is intended to benefit from the policy and in what way?	Hampshire Fire and Rescue Service and its employees have a clear, consistent and open process that places its people within a role and associated pay scale.
4 What outcomes are wanted from this policy?	As in 3.
5 What factors/forces could contribute/detract from the outcomes?	All employees need to have access to procedure and policy documentation.

6 Who are the main stakeholders in relation to the policy?	Corporate management and employees.
7 Who implements the policy and who is responsible for the policy?	Job Evaluation project team on behalf of corporate management.
8 Are there concerns that the policy could have a differential impact: - On racial groups? - Due to gender? - Due to disability? - Due to sexual orientation? - Due to their age? - Due to their religious belief? - Due to them having dependants/caring responsibilities? - Due to them being transgendered or transsexual?	Yes / No - What existing evidence (either presumed or otherwise) do you have for this? No No Yes - May not be able to interpret written documents or communicate a written response. No No No No No
9 Could the differential impact identified in 8 amount to there being the potential for adverse impact in this policy?	Yes / No / NA - Please explain No - Alternative method of explaining documentation and obtaining a written response is available.

10 Can this adverse impact be justified on the grounds of promoting equality of opportunity for one group? Or any other reason.	Yes / No - Please explain for each equality strand, if necessary use a separate piece of paper No
11 Should the policy proceed to a partial impact assessment?	Yes / No No
12 If yes, is there enough evidence of proceed to a full EIA?	Yes / No
13 Date on which partial or full impact assessment to be completed by

Completing Officer	Name: R Wythe	Date: 17 August 2005	Review Date:
Lead Officer	Name: R Wythe	Date: 17 August 2005	17 August 2005