This led to the initial development of national job profiles by JEWP, which were summaries of typical jobs using the evaluated questionnaires. Level 4 – procedures and practices, the majority of which are non-routine – applies to jobs requiring knowledge of all the relevant administrative procedures, plus knowledge of how to deal with a range of non-routine activities, such as work allocation, problem solving for a team or area of work, as well as answering queries and progress chasing, developing alternative or additional procedures. 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. The scale of implementing the NHS JE Scheme meant it was essential to consider how it could be computerised. It applies to situations where communications are highly complex, highly sensitive or highly contentious (see above) and there is a significant degree of hostility and antagonism towards the message which requires the use of the highest level of interpersonal and communication skills such as is required for communications which are designed to provide therapy or impact on the behaviour/views of patients with severely challenging behaviour in the mental health field.

This can be accessed via JEG to supplement local practitioners where there are significant capacity problems, particularly in cases where there are long backlogs.It also includes communications with people with strong opposing views and objectives where the message needs to be understood and accepted, e. This factor measures the analytical and judgemental skills required to fulfil the job responsibilities satisfactorily. Base level of theoretical knowledge (Level 3) equates to NVQ level 3, Vocational Qualifications level 3, GCE AS and A level, Baccalaureate Qualification Advanced or equivalent level of knowledge.

Chapter nine explains the development and use of national job profiles and chapter ten gives the NHS Staff Council advice on job descriptions and Agenda for Change (AfC). It is a major exercise for any organisation to design a fresh job structure with new and changed jobs, even more so when this follows a merger of organisations which already have their own structures and where there are uncertainties about their future. It involves preparing a comprehensive list of job titles within the new organisation and gathering relevant job descriptions and person specifications, where they exist. As it happens, many healthcare professional jobs require knowledge at level 5, and also require state registration for professional practice. note: It is advised that job descriptions are kept up to date with all changes whether they are deemed significant or not).From Level 3 upwards communication may be oral, in writing, electronic, or using sign language, or other verbal or non-verbal forms. Where NHS organisations are employing social care staff from Local Authorities, it is important that they are aware of the equal pay risks they may face if they have staff on two different pay scales with two different job evaluation mechanisms (NHS and local government). a) Providing and receiving complex, sensitive or contentious information, where persuasive, motivational, negotiating, training, empathic or re-assurance skills are required.