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Information and guidance for public, NHSGGC staff, and community-based services.  Hospital visiting restrictions now in place.

Job Evaluation

All jobs carried out by NHSGGC staff covered by Agenda for Change (AFC) terms and conditions are graded using the NHS Job Evaluation Scheme.

New or Changed jobs

When a post holder and their manager agree that a post has or will significantly change a re-evaluation of the post may need to be carried out.

Reviews

A postholder can request a review of the outcome of a changed job with the agreement of their manager. All review documentation must be submitted within 3 months of notification of the grading decision.

New jobs

When a new job is created and the pay band is determined, this is checked again (6 months to 1 year later).

  1. All new jobs must be authorised by the Director/Head of Service and submitted into the Job Evaluation process via the Head of People and Change.
  2. If the new post is part of a wider service change, involving more than one post, then all job descriptions established should be submitted
  3. Posts can change over a period of time but for most the job evaluation outcome will not normally be affected unless there are significant changes
  4. When the duties of a job have changed significantly then this should be addressed through the New and Changed Job process.
  5. When a job has changed significantly the following must be provided: · A revised job description should be submitted and the agreed proposed national profile. · The original job description, CAJE matched job report and national profile; · The changed job submission pro-forma detailing the changes to the skills, responsibilities, effort or environmental aspects of the post.
  6. The content of our job descriptions must reflect NHSGGC organisational values and behaviours.

Below you will find some useful information and links regarding the NHS Job Evaluation scheme.

 

The Job Evaluation Handbook provides information on the NHS job evaluation scheme, including the background on NHS pa...

The Job Evaluation Handbook provides information on the NHS job evaluation scheme, including the background on NHS pay structures prior to Agenda for Change and guidance on how to apply the scheme in practice. The contents of the handbook have been agreed in partnership by the NHS Staff Council. Please click here to access a copy of the handbook.

The NHS Job Evaluation scheme allows the majority of NHS jobs to be matched to nationally evaluated profiles, based o...

The NHS Job Evaluation scheme allows the majority of NHS jobs to be matched to nationally evaluated profiles, based on the information within job descriptions, person specifications and any additional job information. The profiles also provide a framework to consistency check local evaluations. For further information please visit the NHS Employers website.

To access Turas Job Evaluation, please click here. Please note a Username and Log In is required to access Turas Job ...

To access Turas Job Evaluation, please click here. Please note a Username and Log In is required to access Turas Job Evaluation.

 

The Job Evaluation Group (JEG) provides information and advice for employers on the implementation of the NHS Job Eva...

The Job Evaluation Group (JEG) provides information and advice for employers on the implementation of the NHS Job Evaluation scheme. Further information on JEG can be found on the NHS Employers website.

NHS GGC Job matching panels are held once each month on Tuesday with consistency checking taking place on the Thursda...

NHS GGC Job matching panels are held once each month on Tuesday with consistency checking taking place on the Thursday following panels.

Please note due to current restrictions panels will take place via MS Teams. The following dates are scheduled subject to panel availability. Please check with JE Unit as to when panels are taking place.

Month (2020)

Dates Scheduled

October

6th , 8th, 21st, 22nd, 27th, 29th

November

3rd, 5th, 10th, 19th, 24th

December

1st, 8th, 17th

Background There is a need for the NHS Job Evaluation Scheme to continue to be used for determining the banding of p...

Background

There is a need for the NHS Job Evaluation Scheme to continue to be used for determining the banding of posts, which will apply to all new posts and posts which have significantly changed since they were last evaluated.

New Jobs

A submission for a new job should include, the new job description using NHSGG&C standard template, and proposed national profile. All new jobs require to be authorised by the Director/Head of Service and submitted to the Job Evaluation process via the Head of People and Change for the area concerned.

Changed Jobs

Posts can change over time, but for most the job evaluation outcome will normally not be affected unless there are significant changes. Where a post holder and the manager agree that the demands of the job have/will significantly change then a re-evaluation of the post may require to be carried out.

When a job has changed significantly, the revised job description should be submitted. The submission should include the following, the original job description, CAJE matched job report and national profile, agreed revised job description and proposed national profile and changed job submission form.

Review  

Following the band outcome of a changed job, the post holder may wish to request a review of the outcome. The postholder will discuss the request for a review with their line manager and the line manager requires to support the request in terms of agreeing the content of the review submission is a true, fair and accurate reflection of the job demands. All review documentation requires to be submitted to the relevant Head of Human Resources for submission within the 3 months of the notified matching outcome.

Notification Process

When job matching and evaluation outcomes are finalised Resourcing Services will notify the outcome to the appropriate Head of HR. The manager will formally notify the employee and Payroll, where this is required.

A full guide on the New and Changed job process can be accessed here.

This should be completed for all new jobs submitted for the job evaluation process. All submissions should be submitt...

This should be completed for all new jobs submitted for the job evaluation process. All submissions should be submitted to the Job Evaluation Unit via Head of People and Change for the area. Click here to access the new job submission form.

 

This form should be used where there has been significant changes to a post, and the banding outcome may have changed...

This form should be used where there has been significant changes to a post, and the banding outcome may have changed. The changed job submission form should be sent to the job evaluation unit via the relevant Heads of People and Change. Please click here to access the changed job submission form.

This form should be used to submit additional job information for use in the Job Evaluation Review procedure. The for...

This form should be used to submit additional job information for use in the Job Evaluation Review procedure. The form should be used where employees disagree with the banding outcome for their post but do not wish to submit any additional information. All review documentation requires to be submitted to the relevant Head of Human Resources for submission within the 3 months of the notified matching outcome.

Please click here to access the review submission form.

This standard template should be used for all job descriptions submitted for the job evaluation process.

This standard template should be used for all job descriptions submitted for the job evaluation process.