MAINSTREAMINGJOBEVALUATION

NEWorCHANGED JOBS PROCESS

THIS DOCUMENTIS FORGUIDANCEAND REFERENCE SHOULD BE MADE TO THE JOB EVALUATIONHANDBOOK.

1.Background

ThereisaneedfortheNHSJobEvaluationSchemetocontinuetobeused fordeterminingthebandingofpostsandconsequentlystaffpayrates.This willapplytoallnewpostsandpostswhichhavesignificantlychangedsince theywere lastevaluated.

JobevaluationasatoolofAgendaforChangedoesnotofitselfachieve serviceimprovement,buttheprocessmayassistintheidentificationand developmentofnewrolesandisnecessarytoensurethatnewpostsare slotted intothe organisational structureat the correctlevel.

Therewillbeaneedtoconsiderwhethertoreplacevacantpostswitha similarpostortoevaluatetheneedsoftheserviceandcreateanewrolein linewithserviceimprovement.Insomecases,vacantpostsmaybereplaced ona‘likeforlike’basis.However,asaresultofserviceororganisational change,theremaybearequirementtoalterthecontentofjobsortodeploy staffresourcesindifferentways.Suchchangesshouldbeinlinewiththe BoardsManagingWorkforceChangePolicy.

2.NewJobs

A submissionfora newjob should include thefollowing:

ThenewjobdescriptioncompletedusingtheNHSGG&Cstandardtemplate, theproposednationalprofile.Ifthenewpostispartofawiderservice change,involvingmorethanonepostthenalljobdescriptionsestablished shouldbesubmitted(seeAppendix1).Allnewjobsrequiretobeauthorised bytheDirector/HeadofServiceandsubmittedintotheJobEvaluation processvia the Head of Human Resources.

Whereanewjobhasbeencreated, evaluatedandbandoutcome determined,therewillbeaperiodoftime,normally6monthsto1yearwhen thejobdescriptionshouldberevisitedtoensurethecontentisanaccurate reflectionofthejob.Ifthedutiesbeingcarriedoutnolongerreflectthejob contentthenwheretherearesignificantchangesbetweentheoriginaljob descriptionandtherolebeingcarriedoutbythepostholderthenthisshould be addressedthroughthe Newand Changed Job process.Itshould be noted that thisshould becarried out timeously.

3.Changed Jobs

Postscanchangeoveraperiodoftimebutformostthejobevaluation outcomewill notnormallybe affectedunlessthere aresignificant changes.

Whereapostholderandthemanageragreethatthedemandsofthepost have/willsignificantlychangethenare-evaluationofthepostmayrequireto be carried out.

Whereajobhassignificantlychangedthereshouldbeare-matchorre- evaluationandthewholejobshouldbeassessed,albeitwithreferenceback totheoriginalmatchorevaluation.Justdealingwithsomefactorsinthese circumstancescould lead to inconsistencies.

Whenajobhaschangedsignificantly,therevisedjobdescriptionshouldbe submitted.Thesubmissionshouldincludethefollowing,theoriginaljob description,CAJEmatchedjobreportandnationalprofile;theagreedrevised jobdescriptionandtheagreedproposednationalprofile,thechangedjob submissionpro-forma(Appendix2)detailingthechangestotheskills, responsibilities,effortor environmental aspectsof thepost nowrequired.

4.Review

Followingthebandoutcomeofachangedjob,thepostholdermaywishto requestareviewoftheoutcome.Thepostholderwilldiscusstherequestfor areviewwiththeirlinemanagerandthelinemanagerrequirestosupportthe employeesrequestfora reviewintermsofagreeingthecontentofthereview submissionisatrue,fairandaccuratereflectionofthejobdemands.Nonew informationcontrarytothesubmittedjobdescriptionwillbeacceptedaspart ofthereviewsubmission.Allreviewdocumentationrequirestobesubmitted tothe relevantHeadofHumanResourcesforsubmissionwithinthe3months ofthe notified Matchingoutcome.

TheReviewPanelshouldcompriseofaminimumoffourtrainedand experienced jobmatchers.Twofrommanagementandtwofromstaffside.

AReviewPanelwillconsiderwhetherthereisacaseforareview.Ifnothen thereviewwillnotbeprogressedandthepanelwilldocumenttheirrationale. Ifyesthenthepanelwillassessthesubmission.ThePanelrequireto considerwhetherthechangewouldaffectthebandoutcomeandadviseas appropriate.Therewillbenorightofappealandnorighttosubmitagrievancebasedontheoutcome.

5.Administration

Apoolofapprovedandcompetentlytrainedmanagementandstaff sidematchers/evaluatorswillbemaintained.Refreshertrainingwillbeprovided wheretheneedordemandisidentified.Newmatchers/evaluatorswillbe trainedtoensuretherearesufficientmatchers/evaluatorstomeettheneeds ofthedemand.Jobmatchingpanelswillbeprogrammedonabi-monthly basis.Additionalpanelsmaybeorganisedtomeetoperationalrequirements. AllpanelsmustconsistoftwomanagementandtwoStaffSide representativestrained in theapplication oftheNHS Job Evaluation Scheme.

Anannualpanelprogrammewillbedevelopedforinformation.Eachpanel willbeprogrammedwithsixmatcherstominimisetheriskofabsenteeism andpossiblerisktothepanelbeingcancelled.Thepanelwillthen bereduced andconfirmedwithfourmatcherswithintwo weeksof the paneldate.

Thereare3possibleoutcomesfromMatchingpanels:aProfileMatch;a Band Match;and a No Match.Thesearedescribed below:

a)Ifallfactorlevelsarewithintherangespecifiedontheprofile,thisisa (perfect)Profile Match.

b)Ifmostfactorlevelsmatch,butthereareasmallnumberofvariations, theremaystill be a BandMatch,if all thefollowing conditionsapply:

•Thevariationsareof notmorethanonelevelaboveor belowprofile level orrangeand

•Thevariationsdo notrelateto the knowledgeorfreedomtoact factors.Variationsinthesefactorsareindicativeofadifferent profile and/orbandand

•Thevariationsdonotapplytomorethanfivefactors.Multiple variationsareindicativeofadifferentprofileortheneedfora local evaluationand

•Thescorevariationsdonottakethejoboveragrade boundary.

c)IfthereareanyNomatchindicatorsintheMatchcolumnshownon theCAJEsystem,thereisNoMatch.Thepanelwillrecordthisand repeattheprocesswithanotheridentifiedprofile.Ifthereisno otherpossibleprofile,thejobwillbereferredforlocalevaluation followingthestepsoutlinedinSection13oftheNHSJob EvaluationScheme handbook.

InlinewiththeJobEvaluationHandbook,consistencychecking panelswillworkinco-operationwiththeoriginalevaluationpanelto ensurethatjobmatchingandevaluationoutcomesareconsistentwith the application of the NHS Job Evaluation Scheme.

6.QualityAssurance

Inlinewiththeaboveaconsistencycheckingpanelwillalsobescheduled followingonfromthematchingPanel.Anyapparentissuesorinconsistencies inmatchingmustbereferredbacktotheoriginalmatchingpanelwithany queriesand/orcomments.Thematchingpanelmustreviewthematchin questionandansweranyqueriesormakeamendmentstotheoriginalmatch, asappropriate.Thiswillthenbereturnedtoaconsistencycheckingpanelfor conclusion.

The outcomes should be checkedfor consistency against:

•Othermatchescompletedbythesameandothermatchingpanels over an agreed period.

•Otherlocalmatcheswithinthesameoccupationalgroupandjob family.

•Other local matches withinthesamepayband.

•Nationalprofilesforthesameoccupational groupandpayband.

7.Notification process

WhenjobmatchingandevaluationoutcomesarefinalisedResourcing ServiceswillnotifytheoutcometotheappropriateHeadofHR,usingapro forma letter containing the CAJE referencewhichwill be usedforthe personal file/eESSrecord(alongwiththeJobDescription)andprovidingacopyofthe JobMatchedReportforconvenience.TheHeadofHRwillthenbe responsibleforcommunicatingthistothemanagerusingastandardletter. TheManagerwillformallynotifytheemployeeandPayroll,wherethisis required.

Appendix 1

NEWJOBSUBMISSION
JOB TITLE
DEPARTMENT
SERVICE
PROPOSED AFC PAY BAND
APPROVED BY
(Director/ Head ofService)
SUBMITTED BY
(Head ofHR)
Brieflydescribe therole andthe positionwithin theorganisational structure:
Pleaseprovidea breakdownofallcomparatorposts thatwereconsideredprior tothesubmissionofthispostandtheareaswherethisaresignificant differenceswithexistingpoststhathavebeengradedwithintheorganisation.
ThisinformationmustincludetheCAJEjobreferencesandjobtitlesofall posts.
CHANGED JOB SUBMISSION FORM
JOB TITLE
DEPARTMENT
SERVICE
APPROVED BY
(Director/ Head of Service)
SUBMITTED BY
(Head of People & Change)
Briefly describe the role and the position within the organisational structure:
Please provide a breakdown of all comparator posts that were considered prior to the submission of this post and the areas where this are significant differences with existing posts that have been graded within the organisation. This information must include the CAJE job references and job titles of all posts.
CHANGED JOB SUBMISSION
JOB TITLE
CAJE ID NO
Approved by (senior manager)
SUBMITTED
BY (Head of HR)
CURRENT
AFC PAY BAND / PROPOSED
AFC PAY BAND
JE
FACTOR / Pleasedescribethesignificantchangesthat apply in eachfactorlevel. / Current
Level / Proposed
Level
1 / CRS
2 / KTE
3 / AJS
4 / POS
5 / PS
6 / PCC
7 / PSDI
8 / FPR
9 / HR
10 / IR
11 / R&D
12 / FtA
13 / PE
14 / ME
15 / EE
16 / WC