Stoke-on-Trent City Council partnered with our HR Consultancy team to redesign their approach to job evaluation. This followed feedback on their existing process, which highlighted the need to increase capacity and flexibility, while enabling their internal HR team to focus on strategic priorities.

Working closely with the Head of Service and their team, we implemented a comprehensive job evaluation process built around a streamlined, desk-based methodology utilising WME’s managed service approach.

As part of the redesigned approach, the Council refined its existing Job Evaluation Questionnaire (JEQ). The updated JEQ captures robust, evidence-based information across the 13 factors of the NJC scheme, to support the job description and person specification. This represented a significant change from the previous face-to-face panel-based evaluation meetings.

The new approach allows managers to complete the JEQ over time and at their own convenience, supporting considered reflection and the inclusion of clear, high-quality examples to evidence job demands. As part of the redesigned approach to Job Evaluation and using WME’s managed service, Stoke-on-Trent City Council also took the opportunity to review and enhance wider elements of the process.

This included updating their job description and person specification template, Grading (ratification) Panel process and Appeal process, ensuring a clear, aligned end to end process.

To support the successful implementation of the new process and the transition to WME undertaking evaluations, we delivered targeted training and engagement activities, including

  • HR Business Partner training, to enable them support managers with their job evaluation requests. The training focused on JE first principles, an understanding of the 13 factors of the NJC scheme, the type and quality of information required within the JEQ, and quality assurance of JEQ evidence.
  • Manager webinars, co-delivered with the Council, to explain the new process, clarify expectations, and emphasise the importance of clear and comprehensive supporting evidence.

This collaborative approach supported engagement, confidence and capability across the organisation The new job evaluation process was implemented in July 2025, with the first roles submitted to WME at the end of August 2025. In the first seven months of delivery:

  • 47 jobs have been evaluated with indicative grades
  • 6 Grading Panels were convened to ratify evaluation outcomes
  • 2 independent Appeal Panels were facilitated

The move to WME’s managed job evaluation service, alongside the redesigned process, has built on existing arrangements to:

  • Support consistency and robustness in the evidence underpinning job evaluation outcomes, in line with NJC principles
  • Enhanced capacity within the Council’s HR function, enabling timely and effective handling of job evaluation activity alongside wider organisational priorities
  • Provide additional quality assurance and independent challenge within the evaluation process, complementing existing governance and supporting fair and equitable pay decisions.


WME continue to provide a managed job evaluation service to a number of councils within the region, alongside ad hoc support to councils, academies, other public sector organisations within the region and beyond.

Our managed service approach combines independence, technical expertise, and quality assurance to deliver robust outcomes – helping organisations build trust, consistency and fairness into their pay and grading processes.


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Rachael Simpson

Principal Consultant - HR