Agenda for Change Job Evaluation Scheme

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Agenda for ChangeJob Evaluation Scheme

• Awareness Session

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Job Evaluation What It Is

• Job evaluation developed from a need to have a
  rational basis for pay structures.
• Job evaluation
• Applies agreed rules to a range of jobs
• Takes account of WHAT is being done not HOW WELL
• Measures Jobs Not People
• Provides an internal rank order of jobs

3
Criteria for acceptable job evaluation schemes

• Free from bias
• Considers all significant job demands
• Only measures each job demand once
• Weights each job demand appropriately
• Transparent
• Appeals procedure

4
Job Evaluation What It Is Not

• Not scientific but is logical, consistent and
  systematic
• Not mystical but is transparent
• Not an assessment of peoples skills see
  Knowledge and Skills Framework
• Not an assessment of performance
• Not a workload measurement tool

5
Partnership Working

• Partnership working between staff and
  management has been integral to every aspect of
  the Health Service Job Evaluation scheme
  including
• scheme design and development
• information collection and analysis
• evaluation and scoring
• training and implementation

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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

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Diversity

• The Health Service comprises a
• vast range of jobs and job demands
• wide geographic spread
• and employs
• staff from a wide range of different cultures,
  religions and ethnic groups
• predominantly female staff
• staff working varied work patterns

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Developing the Job Evaluation Scheme

• 500 original benchmark jobs
• Job holders completed detailed Job Analysis
  Questionnaires
• Trained analysts interviewed each job holder
• National job evaluation profiles for the most
  commonly occurring jobs in the NHS

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The Challenge

• The situation
• Over 1 million employees
• Hundreds of jobs
• 650 old grades
• Aim to allocate jobs to new grades fairly and
  objectively
• The solution
• Evaluated representative jobs
• Developed approximately 200 job profiles
• Created 8 new pay bands
• Will match jobs to job profiles
• Will evaluate unmatched jobs locally

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NHS JES Factors (1)

• Knowledge and Skills
• Communication Relationship Skills
• Knowledge, Training Experience
• Analytical Judgemental Skills
• Planning Organisational Skills
• Physical Skills

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NHS JES Factors (2)

• Responsibilities
• Patient/Client Care
• Policy/Service Development/Implementation
• Financial and Physical Resources
• Human Resources
• Information Resources
• Research Development
• Freedom to Act

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NHS JES Factors (3)

• Effort Environment
• Physical Effort
• Mental Effort
• Emotional Effort
• Working Conditions

13
NHS 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)
• Some factors are more heavily weighted (have more
  points) than others (Knowledge is most heavily
  weighted)
• Total score for job gives pay band (e.g. 300
  total points is in pay band 4)

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Implementing the JES

• Nationally agreed matching procedure
• Local evaluations for jobs not covered by
  national profiles
• Local review of grading results
• Grievance on procedural issues only

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The Matching Procedure

• Local joint matching panels match groups of jobs
  to national job profiles - exact or band match
• Panels co-opt relevant managers and Trade Union
  reps to provide information and advice
• Jobholder who considers own job significantly
  different from allocated profile provides written
  evidence to second matching panel
• Matching panels review
• Job graded on new structure

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Local Evaluations

• Job holder completes Job Analysis Questionnaire
  (JAQ)
• Job analysts interview for completeness and
  accuracy
• Evaluators assess against JES rules
• Evaluation checked against national and local
  jobs
• Job graded on new structure

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Implementation Stages

• Match jobs to national benchmark profiles
• Deal with matching review requests
• Job Analysis Questionnaire completion for local
  evaluations
• Joint job analysis interviews
• Joint job evaluation panels
• Deal with Job Evaluation review requests

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Computers Used To

• Store Job Evaluation records locally
• Access the national job profile and evaluation
  database
• Input and score local evaluations
• Check local evaluations for consistency
• Monitor equality aspects
• Quality assure local and national Job Evaluation
  activity

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Training

• Training for job analysts, evaluators (3 days)
• Training for matching panel members (2 days)

20
Preparation for Rollout

• Update Job Descriptions and Person Specifications
• Map Workplace for Matching/Evaluation
• Partnership Planning
• Project Board/Project Leads
• Job Evaluations, Knowledge and Skills Framework
  and Organisational Development Leads
• Identify Matching/Evaluation Panel members and
  Job Analysts
• Communication strategy