Examples of roles in Volume 5 (includes many newly qualified clinical professionals) – Department of Surgery Practitioner (ODP), Podiatrist, Learning Disability Nurse, Therapeutic Radigrapher, Practice Manager and ICT Test Analyst Examples of roles in Volume 4 – Assistant Practitioner, Audiovisual Technician, Pharmacy Technician, Dental Assistant and Theatre Assistant. 4.1 The first Job Evaluation Working Group (retroactively called JEWP I) was set up in the mid-1990s to review job evaluation programmes introduced in the NHS following the 1992 health reform. Its stated goal was to develop a kitemarking system for those who meet the requirements of equality. Examples of roles in Volume 8d include Consultant Psychologist (8c-8d), Estate Manager, Chief Nursing Officer, and Chief Financial Officer. Volume 1 (Please note that according to the 2018 salary contract, Volume 1 will be available from 1. December 2018 for newcomers). 4.3 Incumbents should be advised that the outcome of the reassessment or reassessment may be to remain within the same range; or up or down a tape. Guidelines (Level 1 and above) refer to a documented method of performing a task based on best practices, legal requirements, or service needs, such as Branch guidelines for the treatment of leg ulcers or the Trust/Organizational Policy for Accident Reporting. Following guidelines in one`s own role (Level 1) refers to the responsibility to adhere to policies that impact one`s work when there is no need to be proactive to ensure that changes are implemented.
Policy implementation (level 2 and above) refers to the introduction and implementation of new or revised policies, such as the implementation of policies related to human resources practices when the incumbent proactively makes changes to the policy or service. This is a higher level of responsibility than following new policies for one`s own workplace, which is covered by the Level 1 definition. The separate workspace (levels 2 and 3) refers to the immediate area or service. Examples of roles in Volume 6 – School nurse, experienced paramedic, medical records manager, clinical psychology trainee and biomedical scientist. 4.1 The YG acknowledges that job evaluation agencies have raised concerns about factor 2 that may have led to some shortcuts. One of the most common shortcuts is to match or evaluate factors 2 and 12 in isolation from other factors, which often results in panels “incorporated” rollers into profiles and can result in an inaccurate strip result. 4.2 It is essential that committees be satisfied that they have taken into account all the information contained in the job description, the description of the person and any additional information, such as the organizational chart. The knowledge required for the job may consist in part of on-the-job learning, short courses and significant experience leading to an “upgrade”, as well as the expected level of qualification. 4.3 The correct way to identify an appropriate profile is not to look at factors 2 and 12, but to use the main purpose of the job in the job descriptions and compare it with the job description at the top of a profile. Examples of roles in Volume 8a – Consultant Orthopaedic Technician, Dental Laboratory Manager, Project and Program Management, Modern Matron (Nursing) and Nurse Consultant (Psychiatric Care). 1.3 The first chapter provides background to the Japanese encephalitis regulations.
Chapter two provides advice on the state of play of guidance approved by the NHS Staff Council, professional bodies and staff organisations and whether the advice is mandatory or advisory. 1.4 Chapters three and four provide essential guidance for the future use of the system in an evolving NHS, either when roles are new or changing or when the service is reconfigured. 1.5 Chapter Five contains the factorial design and important notes on its application. 1.6 Chapters Six, Seven and Eight contain information on the weighting and evaluation of the scheme and bandwidths. 1.7 Chapter Nine explains the development and use of national job profiles, and Chapter Ten advises the NHS Staff Council on job descriptions and the Agenda for Change (AfC). 1.8 Chapters eleven, twelve, and thirteen detail protocols for staff coordination, evaluation, and review, and Chapter fourteen emphasizes the importance of the consistency verification process. 1.9 Finally, Chapter Fifteen describes the procedure followed by the NHS Staff Council in the event of a blockage of one of the evaluation processes at local level and the advice of the Job Evaluation Group available to the job evaluation partners.
