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

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d. Employees should have the same right of review of matching or evaluations of new and changed jobs, as in the original exercises. Highly complex (Levels 4b, 5a, 6) refers to situations where the jobholder has to communicate extremely complicated strands of information which may be conflicting eg communicating particularly complicated clinical matters that are difficult to explain and multi-stranded business cases. Highly developed specialist knowledge across the range of work procedures and practices, underpinned by theoretical knowledge and relevant practical experience. All of these options may entail some cost to the organisation and the following questions will need to be considered carefully before proceeding:

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.

This factor measures the physical skills required to fulfil the job duties. It takes into account hand-eye co-ordination, sensory skills (sight, hearing, touch, taste, smell), dexterity, manipulation, requirements for speed and accuracy, keyboard and driving skills. Level 1:

The AFC agreement requires fairness and equality in line with equal pay legislation. This is a continuing requirement as organisations develop new services and posts and incorporate the job evaluation process into procedures, particularly, but not exclusively, organisational change and service improvement. 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.

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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. The initial absence of national profiles for such jobs, which has led panels to match them to the (healthcare) Professional Manager profiles (which have level 7 for Responsibility for

To ensure that the NHS JE Scheme is maintained in line with the job evaluation handbook, the NHS Staff Council Job Evaluation Group deliver job evaluation training courses. 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. Partnership working remains a central principle of Agenda for Change. Organisations need to consider how they will continue to develop partnership working that has been created during, and following, implementation of AfC. Whether it is necessary to have theoretical or conceptual understanding to support the procedural knowledge, such as that acquired in obtaining NVQ3, Vocational Qualifications level 3 and similar qualifications.

Travelling overnight in a sleeping berth (rail or boat)

Planning and organisation (level 2) includes planning and organising time/activities for staff, patients or clients where there is a need to make short-term adjustments to plans for example planning non-complex staff rotas, clinics or parent-craft classes, allocating work to staff, planning individual patient/client care, ensuring that accounts are prepared for statutory deadlines, planning administrative work around committee meeting cycles. Judgements involving highly complex facts or situations, which require the analysis, interpretation and comparison of a range of options. Requirement to communicate in a language other than English. Jobs with a specific requirement to communicate in a language other than English, which would otherwise score at Level 2 will score at Level 3. Any score higher than Level 3 will be dependent on the nature of the communication, the skills required and the extent to which they meet the factor level definitions and not the language of delivery. At level 2 or above the clinical activities should be a significant aspect of normal duties. Directly to patients/clients (level 2) on a one-to-one, individual basis, usually face-to-face or over the telephone e.g. reception or switchboard services, food delivery service, ward or theatre cleaning. This factor measures the analytical and judgemental skills required to fulfil the job responsibilities satisfactorily. It takes account of requirements for analytical skills to diagnose a problem or illness and understand complex situations or information; and judgemental skills to formulate solutions and recommend/decide on the best course of action/treatment.

The number of years’ service should not be used as a rationale for justifying a certain factor level. It is possible that using the number of years’ service contravenes the age discrimination legislation.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. 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. Specific requirement (level 3a) means that the job demands are above average and require specific training or considerable experience to get to the required level of dexterity, co-ordination or sensory skills.