Guidance on mitigating equal pay risks following the end of CAJE

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25 / 10 / 2012 Midnight

The NHS Staff Council has published guidance which describes the equal pay rises for organisations, and how to mitigate these risks, following the end of CAJE provision. 

The contract for the provision of the centrally-funded Computer Aided Job Evaluation system (CAJE) came to a close on 31 December 2012.  Northern Ireland, Scotland and Wales procured a replacement for the current system after the end of the contract, but the position for England is different as there are no plans to procure centrally. 

The following guidance is aimed mostly at English employers, but its principles apply to all NHS employers in the UK.

This guidance describes the equal pay risks for organisations and how to mitigate these risks now CAJE provision has ended .  It sets out what employers should seek from any replacement computer aided job evaluation tool, sign posts specific advice about consistency checking of job matching and evaluation outcomes and advises on how to manage the data currently within the CAJE system once it has been returned to employers.

Summary of guidance

  • The NHS Job Evaluation Scheme is the key underpinning element of Agenda for Change that helps NHS organisations protect themselves against equal pay challenges.
  • Before UK central funding ends, careful consideration will be needed to manage the transition from CAJE to other local arrangements.  NHS Employers and the NHS Staff Council will continue to be provide appropriate support and guidance.
  • The ending of the central UK funding for CAJE will mean that local employers will have to decide how best to record JE outcomes and undertake consistency checking across their organisations .
  • National support will continue to be available for employers, providing the products that help them use the JE system, offering advice and guidance in managing equal pay risk and promoting the NHS JE Scheme, including training and briefings on the importance of using the scheme robustly in order to minimise the risk of equal pay claims.
  • Changes to the structure of the NHS in England and the ongoing need for employers to review skill mix and ensure the workforce profile is fit for purpose mean that adherence to robust JE processes will be essential.

A full copy of the Mitigating equal pay risks following the end of CAJE guidance is now available to download.


 

 

 

 

 

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