Mainstreaming Job Evaluation

Job Evaluation Group

In partnership

May 2006

Setting the Scene

Achieved so far:

• over 350,000 jobs matched

• over 24,000 jobs evaluated

• over 95% assimilated

• thousands trained as matchers, evaluators and analysts

ALL ACHIEVED IN PARTNERSHIP

National Picture: Mainstreaming

• NHS Staff Council has overall responsibility for JE

• JEG (technical sub group)

• JEG sub groups:

– profile group, monitoring group, training group

• CAJE

– licences continue until 2010 at least

Next Steps: SHAs

• Responsible for:

– consistency monitoring across all organisations within SHA

– maintaining a register of accredited trainers

– ensuring appropriate trainers available

– provision of a CAJE Super User

– training site administrators

– promote achievement of benefits realisation

Current Challenges

• Commissioning a Patient Led NHS

• Impact of reconfiguration

• Capacity and loss of JE expertise?

• Constrained resources

• Ensuring robust communication and networks

• Managing expectations

MAINTAINING PARTNERSHIP

Next Steps: Trusts

• identify joint JE leads

• embed JE awareness into management training

• monitoring and consistency checking of JE outcomes

• assess current JE practitioner and trainer capacity

• arrange ongoing JE and refresher training

• monitor accreditation of train the trainers

• provide accredited site administrator(s)

MAINTAINING PARTNERSHIP

New and Changed Jobs

• New roles driven by patient and service requirements

• Reconsider role requirements when vacancies occur

• Assess scope for job redesign when service changes or develops

• Consider scope for cross disciplinary working

• Consider existing national profiles

• Share good practice and innovation in role redesign

Next Steps: Matching/Evaluating New Jobs

• identify scope for new role and develop initial job description and person specification

• JE panel carry out desk top exercise

• identify if appropriate national profile exists – if so carry out matching

• if not – undertake local evaluation based on information available

• arrive at provisional pay band

• re-evaluate when jobholder in post for, say, 6 months to confirm pay band

Next Steps: Changed Jobs

• establish policy and procedure in partnership to deal with significant changes in jobs

• significant: step increase in overall job responsibility or demand

• not about more of the same or job loading

• process must follow steps in JE Handbook

Summary

Organisations must ensure:

– JE is embedded in everyday operational processes

– They have capacity for future matching and evaluation

– partnership working is maintained

JOB EVALUATION IS HERE TO STAY