1. Agenda for Change General Awareness Session Job Evaluation

2. Job Evaluation: What is it? A system for comparing different jobs Used for establishing relativities between jobs The basis for grading jobs in the new pay structure Measures jobs not people Based on the demands of jobs Involves analysing job under factor headings (i.e. Knowledge and Skills; Responsibilities; Effort)

3. The NHS Job Evaluation Scheme Developed in partnership between management and unions Designed specifically for NHS jobs Jointly tested on NHS jobs by NHS employees Developed in accordance with equal value and equality principles and practices

4. NHS JES Factors (1) Knowledge and skills − Communication & Relationship Skills − Knowledge, Training & Experience − Analytical & Judgemental Skills − Planning & Organisational Skills − Physical Skills

5. JES Factors (2) Responsibilities − Patient/Client Care − Policy/Service Devel/Implementation − Financial & Physical Resources − Human Resources − Information Resources − Research & Development Freedom to Act

6. JES Factors (3) Effort & Environment − Physical Effort − Mental Effort − Emotional Effort − Working Conditions

7. JES Scoring and Weighting Each factor level gives a score (e.g. Freedom to Act level 1 = 5 points; level 2 = 12 points; Knowledge level 1 = 16 points) (Knowledge is most heavily weighted) (e.g. 300 total points is in pay band 4) Some factors are more heavily weighted (have more points) than others Total score for job gives pay band

8. Developing the Job Evaluation Scheme 500 original benchmark jobs Job holders completed detailed Job Analysis Questionnaires Trained analysts interviewed each job holder 300 - 400 anticipated national job evaluation profiles for the most commonly occurring jobs in the NHS

9. Implementing the JES Nationally agreed matching procedure Local evaluations for jobs not covered by national profiles Local appeals against grading using nationally agreed procedure

10. The Matching Procedure Local joint matching panels match groups of jobs to national job profiles Panels co-opt relevant managers and TU reps to provide information and advice Jobholder who considers own job significantly different from allocated profile provides written evidence to matching panel Matching panels review Job graded on new structure

11. Local Evaluations Job holder completes JAQ Job analyst(s) interview – for completeness and accuracy Evaluators assess against JES rules Evaluation checked against national and local jobs Job graded on new structure

12. Computers Used to: Store JE records locally Access the national job profile and evaluation database – open to all Input and score local evaluations Check local evaluations for consistency Monitor equality aspects Quality assure local and national JE activity

13. Implementation Stages Match jobs to national benchmark profiles Deal with review requests JAQ completion for local evaluations Joint job analysis interviews Joint job evaluation panels Appeals, using nationally agreed procedure

14. Further Training Available Detailed JE awareness session for managers & staff side reps (0.5 day) Accredited training for job analysts & evaluators Training for matching panel members

15. Questions for Group Discussion Questions for Group Discussion − What sorts of people will be involved locally at each stage (Skills? Experience?)? − In broad terms, how and by whom will training be organised? − Time for training & participation? Timescales? − Job descriptions? − Grouping jobs for matching? − What needs to be communicated about JE to staff and when?