The Employer's Handbook: An Essential Guide to Employment Law Personnel Policies and Procedures

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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. Level 3 – procedures and practices, some of which are non-routine – applies to jobs requiring knowledge of the relevant administrative procedures, plus knowledge of how to deal with related non-routine activities, such as answering queries, progress chasing, task-related problem solving. The decision about whether changes are significant and warrant a re-evaluation should be made in partnership by knowledgeable Job Evaluation practitioners It is important that organisations keep good records of job matching or job evaluation and any subsequent processes, including review and re-evaluation. Evidence for banding outcomes should be documented and audit trails of decisions be accessible should any clarification be required. Historical records including those formerly held on CAJE also need to be kept in case organisations have to supply these in defence of an equal pay claim. Failure to produce records recently resulted in a tribunal dismissing a defence and as such is a significant risk to the organisation. Planning and organisation of a broad range of complex activities or programmes, some of which are ongoing, which require the formulation and adjustment of plans or strategies.

b) other forms of training/learning e.g. long or combination of short courses or structured self-study to the appropriate level a) The post requires developed physical skills to fulfil duties where there is a specific requirement for speed or accuracy. This level of skill may be required for advanced or high-speed driving; advanced keyboard use; advanced sensory skills or manipulation of objects or people with narrow margins for error, or Post holders must be advised that the outcome of the re-evaluation or rematch could be to remain in the same band; or go up or down a band. In the case of those delivering training locally to practitioners, organisations need to be confident in the ability of those who have been trained to pass on their knowledge and skills to practitioners. The use of JEG nationally-accredited trainers at all levels ensures the required standard and quality.A human resources professional required to have sufficient additional knowledge gained through experience to be able to be the autonomous HR adviser for a directorate or equivalent organisational area, or for an equivalent subject area of responsibility. Ensuring and maintaining capacity is essential to ensure thorough and timely application of job evaluation practices.

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. a) formal training and accreditation to doctorate level, e.g. in scientific areas, where a specialist doctorate is required for practice in the particular field, or to post-doctorate level, e.g. a post including adult psychotherapy requiring both a clinical psychology doctorate and a post-doctorate diploma in psychotherapy

d. Testing of draft factor plan. A benchmark sample of around 200 jobs was drawn up, with two or three individuals being selected for each job to complete a more specific factor-based questionnaire, helped by trained job analysts, to ensure that the information provided was accurate and comprehensive. Physical skills normally obtained through practice (level 2) includes skills which jobholders develop in post or through previous relevant experience, such as use of cleaning, catering or similar equipment. It also includes manoeuvring wheel chairs/trolleys in confined spaces, using hoists or other lifting equipment to move patients/clients, intra-muscular immunisations/injections and use of sensory skills. A single job evaluation scheme to cover all jobs in the health service to support a review of pay and all other terms and conditions for NHS employees. This chapter provides advice on the equal pay implications of mergers and practical advice for organisations undergoing mergers and reconfigurations in the NHS. Its aim is to show how AfC principles and practices in relation to the NHS JE Scheme, can be used to assist organisations in developing and implementing new and revised job structures. a) Advanced theoretical and practical knowledge of a range of work procedures and practices, or (b) specialist knowledge over more than one discipline/function acquired over a significant period.

Following the publication of Agenda for Change: Modernising the NHS pay system, the Job Evaluation Working Party was re-constituted (JEWP II and subsequently referred to as JEWP) as one of a number of technical sub-groups of the Joint Secretariat Group (JSG), a sub-committee of the Central Negotiation Group of employer, union and Department of Health representatives, set up to negotiate new health service grading and pay structures. Expertise within a specialism (Level 5) normally requires degree level, Honours degree, Vocational Qualifications level 6 or an equivalent level of knowledge. This level of knowledge could also be obtained through an in-depth diploma plus significant experience. Jobs requiring a degree or an equivalent level of knowledge e.g. registered general nurse, should be scored at this level. Barriers to understanding (Levels 3 to 5a) refers to situations where the audience may not easily understand because of cultural or language differences, or physical or mental special needs, or due to age (e.g. young children, elderly or frail patients/clients) The advice draws on relevant legal decisions, good practice advice from the Equality and Human Rights Commission and experience of those who have been through similar exercises.

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Arrangements should be in place to ensure that there are channels for dialogue to allow panel findings and rationales to be interrogated, understood and differences reconciled.

In exceptional circumstances and only by local partnership agreement, job matching or evaluation may need to be done by a third party organisation to meet local capacity needs on a temporary basis (see section 8.4 for more details on when this is possible). A good job description is needed for a robust job matching outcome, which should clearly articulate the requirements and competence for the role and a person specification stipulating the essential qualifications and/or experience required to be employed in the role.The additional specialist knowledge required could consist in part of managerial knowledge, where this is genuinely needed for the job and there is a requirement to attend management courses, or have equivalent managerial experience. Empathy (Level 4a, 5a) means appreciation of, or being able to put oneself in a position to sympathise with, another person’s situation or point of view.