iDHJ Department KL 7 of HealthMarch 2003Job Evaluation HandbookFirst EditionIntroduction, Factor Plan, Weighting and Scoring, Guide to Profiles, Process for Changing Profiles, Matching Process, Local Evaluation, Job Evaluation ProfilesMarch 2003PolicyEstatesHR/WorkforcePerformanceManagementIM & TPlanningFinanceClinicalPartnership WorkingDocument PurposeFor InformationROCR Ref:Gateway Ref: 1154TitleAgenda For Change - Job Evaluation HandbookAuthorNHS PayPublication date5 March 2003Target AudiencePCT CEs, NHS Trusts CEs, StHAs CEs, Care Trusts CEs, DsHSC, Directors of HR, Directors of Finance, Communication Leads, Payroll Leads, Staff Side Chair, Staff Side SecretariesCirculation listDescriptionThe finalised text of the Job Evaluation Handbook, as agreed by the management and staff side, for the new proposed pay systemCross RefAgenda for Change - Proposed AgreementSuperceded DocAction requiredTimingContact DetailsNHS Pay - Department of HealthPay ModernisationRoom 2N35CQuarry HouseQuarry HillLeedsLS27UEFor recipient useFirst published March 2003Note: This version replaces the January pre-publication version on the website and includes a number of minor corrections totypographical errors, numbering, total JE scores and cross references. There are 3 substantive corrections. The correct SpecialistPharmacist (e.g.Renal/Oncology)/Section Manager profile has been substituted for the incorrect early draft version in the pre-publicationdocument, and now appears with the Band 7 profiles. Two posts which includea District Nursing Sister “ in their title have been correctsto the gender neutral a District Nurse .? Crown Copyright 2003ContentsIntroduction to the NHS Job Evaluation Scheme3Aims3Job Evaluation Factor Plan5Factor definitions and factor levels5Job Evaluation Weighting and Scoring33Job Evaluation Weighting Scheme34Development of Professional Roles35Guide to the use of Profiles36Introduction36Use of Profiles36Procedure for agreeing and changing Profiles37JEWP: Job matching procedure against National (Benchmark) Job Evaluation Profiles38National Protocol for local Job Evaluations4143Index of agreed ProfilesIntroduction to the NHS Job Evaluation SchemeAims1.1 The purpose of the NHS Job Evaluation (JE) Scheme is to help:? ensure that all staff are rewarded fairly;? ensure that the NHS respects the principles of equal pay for work of equal value.1.2 The JE scheme has been purposely developed for the NHS. The development has been undertaken by the Job Evaluation Working Party (JEWP), composing NHS employer representatives, staff side representatives and independent experts from across the United Kingdom supported by the Human Resources Directorate of the Department of Health in England.1.3 The JE Scheme will determine a points score which will be used to match jobs to paybands and thereby determine levels of basic salary. The new pay structure will bring together jobs of similar score into common pay bands.Proposals1.4 The majority of NHS jobs will be assimilated onto new pay bands without recourse to individual evaluation. To facilitate this at local level, a number of national job profiles have been agreed. Each job profile has a rationale, which describes the evaluation decision, factor by factor. This provides a check that there is a match in roles and responsibilities and not just job title. Central guidance will be issued which local staff side and NHS employers will follow to decide if a job matches a national job profile or whether it needs to be evaluated locally.1.5 A separate section sets out the process for agreeing new profiles and identifies the process by which existing profiles may be changed.Jobs Not Covered by National Job Profiles1.6 A number of NHS - and, in Northern Ireland HPSS- jobs are not covered by the national job profe.g. where there are small numbers of job holders, or where the nature and content of the job varies significantly amongst job holders, or where new jobs are designed locally. These jobs will be analysed and evaluated locally using the JE Scheme to ensure that jobholders are placed on the appropriate pay band.1.7 Job Evaluation for non-profile jobs will take place at employer level in partnership with staff representatives, subject to an agreed national protocol. It will be for managers and staff representatives to agree precise arrangements locally e.g. how analysts are selected and the process for ratifying results. A computerised system will be available to support local evaluation.Ownership and Maintenance of the System1.8 The completed JE Scheme will be protected by copyright. The scheme will be made available to all public sector bodies. Consideration for its