The Employer's Handbook: An Essential Guide to Employment Law Personnel Policies and Procedures

Product Information

Planning and organisation of straightforward tasks, activities or programmes, some of which may be ongoing. Job descriptions should not follow the national JE profile format as profiles are not job descriptions and do not fulfil the main purpose of having job descriptions.

Where qualification and/or experience requirements for a job have changed, the current requirements should be taken as the necessary standard to be achieved. As it is the job which is evaluated, jobholders with previous qualifications are deemed to have achieved the current qualification level through on-the-job learning and experience. Having up-to-date, agreed job descriptions is good HR practice and their main purpose is to ensure that employees and their line managers have a common understanding of what is required of the jobholder. The required information is generally set out in the form of a list of job duties.

Benefits of an Employee Handbook

Managerial posts for which the recruitment level of knowledge is a number of GCSEs plus a specified period of health service experience, when the actual knowledge required includes the range of administrative procedures used by the team managed plus supervisory/managerial knowledge or experience. Some individuals and organisations have produced additional guidance, often in matrix form, on how specific forms of qualification and/or years of experience required for certain jobs should be related to the factor level definitions and guidance on the knowledge factor in the Job Evaluation Handbook.

For additional specialist knowledge, indicators of level 6 knowledge, acquired primarily through experience are, for example, a requirement to have worked: This factor measures the analytical and judgemental skills required to fulfil the job responsibilities satisfactorily. It takes account of requirements for analytical skills to diagnose a problem or illness and understand complex situations or information; and judgemental skills to formulate solutions and recommend/decide on the best course of action/treatment. Healthcare jobs where a form of specialist knowledge is stated on the person specification as desirable, rather than essential, because the organisation is willing to provide training in the particular specialist field.Straightforward tasks, activities or programmes (level 2) means several tasks, activities or programmes, which are individually uncomplicated such as arranging meetings for others. Complex (Levels 3b, 4a, 5b, 5c) means complicated and made up of several components, eg financial information for accountancy jobs, employment law for HR jobs, condition related information for qualified clinical jobs. Most professional jobs normally involve providing or receiving complex information. Inability to respond to external labour market pressures, causing severe recruitment and retention problems in some areas. Additional increments, which could be applied flexibly to meet such pressures, were introduced into a number of the major Whitley structures, but these were insufficient to solve the problems. implement the new common job structure and then undertake AfC matching and evaluation of new or changed jobs, or

g. Guidance notes. Provisional guidance notes, to assist evaluators and matching panel members to apply the factor level definitions to jobs consistently, were drafted for the benchmark exercise. These were then expanded as a result of the benchmark evaluation exercise and have continued to be developed following successive training and profiling. work rated as equivalent under a job evaluation scheme’ (only ancillary workers in the health service were covered by job evaluation) it had little impact elsewhere in the health service. Understanding of a small number of routine work procedures which could be gained through a short induction period or on the job instruction. A healthcare professional job, for which the person specification sets out the requirement for the relevant professional qualification plus knowledge and/or experience in a specified specialist area. A sufficiently large number of factors to ensure that all significant job features can be measured fairly.An accountancy job for which the person specification sets out the need for an accountancy qualification plus experience of health service financial systems. One of the aims of AFC is to allow NHS organisations to operate more flexibly by developing roles in partnership. Detailed procedures need to be agreed locally. Following the publication of Agenda for Change: Modernising the NHS pay system, the Job Evaluation Working Party was re-constituted (JEWP II and subsequently referred to as JEWP) as one of a number of technical sub-groups of the Joint Secretariat Group (JSG), a sub-committee of the Central Negotiation Group of employer, union and Department of Health representatives, set up to negotiate new health service grading and pay structures.

The additional specialist knowledge required could consist in part of managerial knowledge, where this is genuinely needed for the job and there is a requirement to attend management courses or have equivalent managerial experience. Restraint of patients/clients (level 3a) indicates a skill level that requires a formal course of training and regular updating. All jobholders should have had up-to-date and accurate job descriptions for the initial AfC implementation, but some may already be out of date and some of the formats may not be useful for other purposes. This is an opportunity to view the organisation’s job description format and for any out of date job descriptions to be brought up to date. It will not only assist and inform this stage of the exercise but also serve as preparation for matching and/or evaluating of new and changed jobs. From Level 3 upwards communication may be oral, in writing, electronic, or using sign language, or other verbal or non-verbal forms. This factor measures the skills required to communicate, establish and maintain relationships and gain the cooperation of others. It takes account of the skills required to motivate, negotiate, persuade, make presentations, train others, empathise, communicate unpleasant news sensitively and provide counselling and reassurance. It also takes account of difficulties involved in exercising these skills.They also need to consider how the skills of practitioners can be maintained and the need for refresher training on a regular basis. NHS Employers, on behalf of the NHS Staff Council, provide a variety of training courses using the latest training materials and national job evaluation trainers. Organisations may want to collaborate and share training and refresher training events. a) Providing and receiving routine information which requires tact or persuasive skills or where there are barriers to understanding, or Inclusion of specific factors to ensure that features of predominantly female jobs are fairly measured, for example communication and relationship skills, physical skills, responsibilities for patients/clients and emotional effort.