20 / 1 / 2011 2.52pm
A foundation of good employment practice is to have a robust process of job evaluation in place. The Equality and Human Rights Commission (EHRC), in its Equal Pay Code of Practice.
recognises that an analytical job evaluation scheme can provide a defence against equal value claims.
The Employment Tribunal case of Ms SC Hartley and others -v- Northumbria Healthcare NHS Foundation Trust and others found in 2009 that the NHS Job Evaluation Scheme (JES) complied with equal pay legislation. However, the judgement was confined to the JES at national level only, stating that “any allegations relating to the implementation of the JES at local level by the first respondent and other NHS employers lie outside of the scope of this judgement” .
To ensure that equal pay challenges are minimised, employers are advised to adhere to the processes of the NHS JES, which are set out in the Job Evaluation Handbook (Third Edition). Employers should be satisfied that their matching and evaluation outcomes are robust and that regular monitoring for consistency is carried out and any anomalies resolved. It is also important that all documentation relating to outcomes is kept and is readily available, and using the Computer Aided Job Evaluation (CAJE) system will assist in this.
NHS Employers' website includes information on training for job evaluation practitioners and guidance on mainstreaming job evaluation can be found in chapter 3 of the Job Evaluation Handbook .