Organisations should retain all job evaluation records to ensure that they can justify their outcomes in any equal pay claims. A sufficiently large number of factors to ensure that all significant job features can be measured fairly. The introduction of independent pay review bodies for doctors and dentists (1971), and nursing staff, midwives, health visitors and professions allied to medicine (1984). These took evidence from all relevant parties and recommended annual pay increases. They replaced the traditional collective bargaining approach, which was considered to have delivered unsatisfactory pay levels for some key public sector groups, but had no remit to compare pay from one group to another (even among their remit groups). Staff groups not covered by pay review bodies continued to use collective bargaining on pay increases, but these increasingly mirrored the pay review body settlements. Organisations must ensure that the NHS JE Scheme is embedded in everyday operational processes. They must ensure that they have the capacity for future matching and evaluation in partnership, by scoping future needs to identify a pool of sufficient practitioners who will be used on a regular basis to ensure job evaluation competency and consistency. This will require on-going training and refresher training.

implement the new common job structure and then undertake AfC matching and evaluation of new or changed jobs, or Where qualification and/or experience requirements for a job have changed, the current requirements should be taken as the necessary standard to be achieved. As it is the job which is evaluated, jobholders with previous qualifications are deemed to have achieved the current qualification level through on-the-job learning and experience. Standard keyboard skills (level 2) includes the skills exercised by those who have learned over time and those who have been trained to RSA 1 or equivalent.Highly developed specialist knowledge across the range of work procedures and practices, underpinned by theoretical knowledge and relevant practical experience. It is important that panels clarify what qualifications and/or experience are actually needed for a job and ensure they understand what the qualification or experience is – this may involve asking questions of the job advisors to ensure that the level expected of someone is the level at which the job will be carried out competently, rather than that relating to recruitment level. It is sometimes useful to match or evaluate the other job factors first prior to the KTE factor in cases where there is doubt about the level for factor 2, because a better idea of the job demands will emerge from this process.

Chapters three and four contain essential guidance for future use of the scheme in a changing NHS, either when roles are new or change, or when the service is reconfigured. a) Providing and receiving complex, sensitive or contentious information, where persuasive, motivational, negotiating, training, empathic or re-assurance skills are required. This may be because agreement or cooperation is required or because there are barriers to understanding, or Restraint of patients/clients (level 3a) indicates a skill level that requires a formal course of training and regular updating. in the specialist area and to a clear and substantial programme of knowledge development, e.g. rotating and actively participating in all aspects of the specialist work, attending appropriate study days and short courses, undertaking extended self-study. d) accountable for the direct delivery of a service within a sub-division of a clinical, clinical technical or social care service.

Benefits and Perks

There must be a clear step in knowledge requirements between levels 5 and 6, so for both healthcare professional (e.g. nurse, allied health professional, biomedical scientist jobs) and non-healthcare professional (e.g. HR, accountant, librarian, IT) jobs, a distinct addition of knowledge compared to what was acquired during basic training and required for professional practice. The organisation must be satisfied that external panel members have been properly trained in the NHS JE scheme and understand the principles, which underpin it. Tact or persuasive skills (Level 3a). Tact may be required for situations where it is necessary to communicate in a manner that will neither offend nor antagonise. This may occur where there is a job requirement to communicate with people who may be upset or angry, be perceptive to concerns and moods and anticipate how others may feel about anything which is said. Persuasive skills refer to the skills required to encourage listeners to follow a specific course of action. Facts or situations, some of which require analysis (level 2) includes both clinical and non-clinical facts/situations where there is more than a straightforward choice of options and there is a requirement in some cases to assess events, problems or patient conditions in detail to determine the best course of action, such as selection of staff, resolving staffing issues, problem solving, fault finding on non-complex equipment. The advantage of the second approach is that the risk of equal pay claims is minimised. Those jobs that remain the same in the new structure, will not need to be re-evaluated, unless a very long period of time has elapsed since the original AfC matching and evaluations. This approach also allows for job re-structuring and any further evaluations to be carried out in a phased programme. The second approach is therefore recommended.