Job evaluation and jobs that change significantly


03 / 8 / 2011 1.48pm

One of the aims of Agenda for Change is to allow NHS organisations to operate more flexibly when jobs change and new roles emerge. All posts change over a period of time and for most, the banding outcome will not normally be affected unless there are significant changes.  However, some outcomes may be close to band boundaries and consequently the banding for these jobs may change with only limited changes to job demands.

It is important to note that the process for dealing with changed jobs is different from where a new job has been developed that is currently not being carried out in the organisation. The process for dealing with the new roles is clearly set out in chapter 3 of the JE Handbook, including provisional banding of a new role by a desktop exercise and a full assessment of the role, once a post holder has been in the new role for some time.

  • A post holder and their manager must agree that the demands of the post have changed and have clear evidence of where those changes occur. 
  • The whole job should be re-matched or re-evaluated, with a reference back to the original outcome.  Just dealing with some of the factors may lead to inconsistencies.
  • The post holder and line manager should submit evidence showing which skills and responsibilities have changed and details of the changed job demands that have led them to believe there is a change in factor levels.
  • Any changed outcome should be subject to consistency checking in line with the JE Handbook
  • If the post holder disagrees with the outcome, they have the right to request a review (appeal) in line with the procedures outlined in the JE Handbook.

The JE Handbook - fifth edition sets out in chapter 3 the steps to be taken in managing the reassessment of a job which has changed significantly.  Organisations need to have procedures in place to establish how significant changes to posts will be identified.

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