The knowledge to be measured is the minimum needed to carry out the full duties of the job to the required standards. Judgements involving highly complex facts or situations, which require the analysis, interpretation and comparison of a range of options. 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. Healthcare jobs where a form of specialist knowledge is stated on the person specification as desirable, rather than essential, because the organisation is willing to provide training in the particular specialist field. It is crucial that panels are satisfied they have taken into account all information set out in the job description, person specification and any additional information, for example, organisational chart. The knowledge required for the job may be partly made up from on-the-job learning, short courses and significant experience which leads to a ‘step up’, as well as the level of qualification expected.

a thorough understanding of the underpinning principles of equality and equal pay in job evaluation For additional specialist knowledge, indicators of level 6 knowledge, acquired primarily through experience are, for example, a requirement to have worked: Whether or not there has been discussion with JEWP/JEG members on the content of guidance referred to in 2.1, its status is advisory. It is not binding on local matching and evaluation panels. Any temporary agreement with a third party should have clearly defined time-limits and be measurable against set criteria.

Scotland, Wales and Northern Ireland

b) other forms of training/learning eg long or combination of short courses or structured self-study This factor measures the skills required to communicate, establish and maintain relationships and gain the cooperation of others. It takes account of the skills required to motivate, negotiate, persuade, make presentations, train others, empathise, communicate unpleasant news sensitively and provide counselling and reassurance. It also takes account of difficulties involved in exercising these skills. 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. Some individuals and organisations have produced additional guidance, often in matrix form, on how specific forms of qualification and/or years of experience required for certain jobs should be related to the factor level definitions and guidance on the knowledge factor in the Job Evaluation Handbook.

Arranging for the neighbouring organisation to run panels on your behalf; ensuring that robust audit trails are kept locally. Level 4 – procedures and practices, the majority of which are non-routine – applies to jobs requiring knowledge of all the relevant administrative procedures, plus knowledge of how to deal with a range of non-routine activities, such as work allocation, problem solving for a team or area of work, as well as answering queries and progress chasing, developing alternative or additional procedures. implement the new common job structure and then undertake AfC matching and evaluation of new or changed jobs, or Where a post holder and their manager agree that the demands of the post have changed significantly, then a re-match or re-evaluation of the post needs to be carried out.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. like work’, that is, the same or very similar work (who were already generally receiving equal pay)