job matching / job evaluation - agenda for change …...completed job description, person...

Job Matching / Job Evaluation - Agenda for Change (AFC) - Procedure for Managers and Staff

Unique Identifier: CORP/GUID/440

Version Number: 2

Type of Update / Status: Ratified with Moderate Changes

Divisional and Department:

Human Resources and Organisational Development, Workforce

Author / Originator and Job Title:

Jane Eyre – Lead Learning Rep – UNISON Maggy Heaton – Staffside Lead for AFC Vicki Higgins – Trust Lead for AFC

Replaces: CORP/GUID/440, Version 1.2, Job Matching / Job Evaluation - Agenda For Change (AFC) - Procedure For Managers And Staff

Description of amendments:

Rewritten in line with new guidelines Sept 2018

Approved by: Jayne Taylor, HR Manager

Approved Date: 12/08/2020

Issue Date: 12/08/2020

Review Date from Date of Approval:

1 Year

☐

2 Years

☐

3 Years

☒

12/08/2023

4 Years

☐

5 Years

☐

Version Control Sheet

This must be completed and form part of the document appendices each time the document is updated and approved

Date dd/mm/yy

Version Author Reason for changes

12/08/20 2 Jane Eyre – Lead Learning Rep – UNISON Maggy Heaton – Staffside Lead for AFC Vicki Higgins – Trust Lead for AFC

Rewritten in line with new guidelines Sept 2018

Consultation / Acknowledgements with Stakeholders

Name Designation Date Response

Received

Blackpool Teaching Hospitals NHS Foundation Trust ID No. CORP/GUID/440 Title: Job Matching / Job Evaluation - Agenda for Change (AFC) - Procedure for Managers and Staff Revision No: 2 Next Review Date: 12/08/2023

Do you have the up to date version? See the intranet for the latest version

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CONTENTS

Version Control Sheet .......................................................................................................... 1

Consultation / Acknowledgements with Stakeholders .......................................................... 1

1 Introduction / Purpose ................................................................................................. 3

2 General Principles / Target Audience .......................................................................... 3

3 Definitions and Abbreviations ...................................................................................... 5

4 Responsibilities (Ownership and Accountability) ......................................................... 5

10 References and Associated Documents.................................................................... 11

Appendix 1: Application for Job Evaluation / Re-Evaluation .............................................. 12

Appendix 2: Application for Band Assignment Review ...................................................... 14

Appendix 3: Job Description .............................................................................................. 16

Appendix 4: Person Specification ...................................................................................... 19

Appendix 5: Appeal ............................................................................................................ 20

Appendix 6: Re-banding Process ...................................................................................... 21

Appendix 7: Summary of Process ...................................................................................... 22

Appendix 8 Equality Impact Assessment Form .................................................................. 23



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1 Introduction / Purpose 1.1. This policy and procedure has been drawn up in line with the Department of

Health (DoH) NHS Job Evaluation Scheme which is based on the principle of equal pay for work of equal value and should be read in conjunction with it. The details of the scheme are laid out in the NHS Job Evaluation Handbook (NHS Employers, 2018) – which can be found on the NHS Employers website at http://www.nhsemployers.org/

1.2. This policy covers all applications for job evaluation and re-evaluation received

and dated on or after the ratification date of this policy. 2 General Principles / Target Audience 2.1. The aim of this policy and procedure is to ensure that new posts and those that

have undergone significant changes are appropriately evaluated and assigned a pay band in accordance with the NHS Job Evaluation Scheme.

2.2. The aim is to achieve consistency of matching and evaluations, internally against

other local matching and evaluations and externally against national benchmark evaluations, in order to avoid locally matched or evaluated jobs getting ‘out of line’ with similar jobs elsewhere.

2.3. The procedure is to enable an individual, group of employees or the manager of a

service to have appropriate access to an independent review of the band assigned to a post/s.

2.4. The policy and procedure will apply where there is clear evidence to demonstrate

that there is a significant change to a job role and responsibilities which would normally be identified during the annual appraisal process.

2.5. This procedure should be used to determine the appropriate band for posts

covered by all groups of staff (except doctors, dentists and very senior managers). 2.6. The Job Evaluation procedure is based on a number of clear principles 2.7. Partnership working between the Trust and staff will underpin this process. 2.8. The Job Evaluation Handbook sets out protocols in relation to the process of

matching jobs against National Job Profiles and in relation to local job evaluations. 2.9. It is the post that is matched or evaluated not the individual who happens to be in

the post at any given time. 2.10. Any change in the band of a post that results from an application for re-evaluation

will be backdated to the effective date agreed and signed by the post holder and manager, indicated on the Application for Job Evaluation / Re-evaluation form.

2.11. A post holder has the right to be accompanied by a Trade Union representative, or

work colleague not acting in a legal capacity, at meetings held during the

http://www.nhsemployers.org/



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evaluation process. This does not include panel meetings when the evaluation is taking place.

2.12. The Trust and Staff Side will ensure that there are sufficient numbers of

representatives who have received full training as job matchers, job evaluators and job evaluation analysts and are available for a minimum of half day a month.

2.13. The Banding Consistency Group will meet monthly or as often as required

dependant on the volume of jobs. The purpose of the meeting will be to carry out consistency checking of results and to consider any process / technical issues relating to job evaluation. Matching Results are not communicated to manager, or post holder, until after this meeting.

2.14. Any concerns about local consistency will be identified by the Banding

Consistency Group and referred to NHS employers at a national level for advice as necessary.

2.15. The job matching panels / job evaluation panels will consist of two Trust

representatives and two Staff Side representatives. Where possible reserve panellists will cover any last-minute unavailability of one of the scheduled panellists. In certain circumstances a panel may take place with a minimum of three panellists in the case of last-minute unavailability of a panel member and with agreement of all remaining panellists.

2.16. The review panels will consist of two Trust representatives and two Staff Side

representatives, where possible reserve panellists would cover any last-minute unavailability of one of the scheduled panellists. In certain circumstances a panel may take place with a minimum of three panellists in the case of last-minute unavailability of a panel member and with agreement of all the remaining panellists.

2.17. The Trust will ensure that a member of HR is available to prepare the papers and

manage the whole job evaluation process. 2.18. The Trust will ensure that the Trust Job Evaluation (IJES) system is maintained to

enable monitoring at a national level and by relevant national bodies. 2.19. New jobs which are likely to become commonly occurring across the health

service, but which do not match to any of the published profiles should be locally evaluated and then referred to NHS employers to consider whether a national profile should be produced.

2.20. Managers will be required to liaise with clinical professional leads and Human

Resources in reviewing and developing job descriptions in order to ensure consistency of approach across the organisation. Further access to trained panel members is also recommended for managers requiring specialist advice. The list will be maintained and available from HR.

2.21. Where possible generic job descriptions should be developed and used across the

organisation.



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2.22. To support this, a bank of job descriptions that have already been banded will be

established and published on the Trust intranet. 3 Definitions and Abbreviations 3.1. Job Evaluation (JE) is a key part of the Agenda for Change pay system. JE

enables jobs to be matched to national job profiles, or allows trusts to evaluate jobs locally, to determine in which Agenda for Change pay band a post should sit.

3.2. Agenda for Change (AFC) is the national pay system for all NHS staff, with the

exception of doctors, dentists and most senior managers. 3.3. Job Matching Panel – A joint panel, made up of staff side and management who

are trained in job matching. 3.4. Banding Consistency Group – A group made up of staff side and management

who meet to consistency check results and to consider any process/technical issues relating to job evaluation.

3.5 The review panel - A group made up of staff side and management who are

trained in job matching who will review a matching or evaluation if the member of staff is dissatisfied with the result of their matching / evaluation. The review should be conducted by a new panel with the majority of its members different from the original panel.

AFC Agenda For Change HR / OD Human Resources and Organisation Development HRBPs Human Resources Business Partners JAQ job analysis questionnaire JE Job Evaluation IJES Job Evaluation System JNCC Joint Negotiating Consultative Committee 4 Responsibilities (Ownership and Accountability) 4.1. Staff Side – This policy has been agreed in partnership with Staff Side. Staff Side

representatives are involved at each stage of the job evaluation process from the job matching panel to consistency checking.

4.2. Human Resources – The HR team are responsible for administering the job

evaluation process and providing support to managers with the development of job descriptions.

4.3. Trained Job Matching / Evaluation Panel Members – Job Matching / Evaluation

Panel members are responsible for matching job descriptions to job profiles, or by applying the evaluation process, implemented by NHS Employers.



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5 Procedure for Evaluation of New Posts 5.1. Job descriptions for new posts should be developed by appointing managers and

by discussion as necessary with the relevant Staff Side. Managers should seek advice from Workforce Business Partners or trained Job Matchers when developing a job description.

5.2. New posts will be job matched to a national profile in order that a provisional pay

band can be determined for recruitment purposes. Managers should submit a completed job description, person specification to their Divisional Workforce Business Partner HR together with an organisational structure and an Application for Job Evaluation Form (Appendix 1). This will be agreed and signed off and the new job will be scheduled for the next available job matching panel.

5.3 A wide range of job descriptions, formally banded by trained panellists, already

exist. Recruiting managers should, therefore, in conjunction with their Workforce Business Partner, consider whether a new job description might be suitable for benchmarking.

5.4 When requested, the AFC administrator will identify one or more suitable job

descriptions that have already been formally banded by a trained matching panel. 5.5. The job description will be considered as suitable for benchmarking if:

the new post-holder would be performing a job where the same national profile applies, e.g. a new specialist nurse might be benchmarked against a specialist nurse role that already exists, and

the new post-holder’s freedom to act, together with the knowledge, skills and experience (detailed as essential in the person specification) are considered to be at an equivalent level to the role that already exists.

5.6. If the job description does not match to any of the national profiles it should be put

through the local evaluation procedure (see section 7.0) 5.7. Applications for job matching of new posts should be submitted to the Divisional

Workforce Business Partner for agreement and authorisation. Once agreed the Workforce Business Partner will submit to the Agenda for Change Team for processing.

5.8. HR will endeavour to schedule the new post for a job matching panel as soon as

possible. The timeframe is dependent upon job matching panel member availability and the number of posts currently waiting job matching.

5.9. The manager should be available to answer any questions which may arise during

job matching. 5.10. The matching process will follow the matching procedure detailed in the NHS Job

Evaluation Handbook. The factor levels agreed by the panel on a factor by factor



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basis are entered into the Trust Job Evaluation (IJES) system for evaluation, scoring and weighting. The outcome of this stage is:

All factor levels are within the range specified on the profile, this is a profile match

Most factor levels match but there are a small number of variations, this is a band match

Where the outcome is a match it is referred for consistency checking

No match – refer for Job Evaluation

5.11. Following the panel meeting, HR will finalise the information entered on the Trust

Job Evaluation (IJES) system by completing and uploading the appropriate documents.

5.12. HR will communicate the outcome to the Manager after consistency checking has

been completed. If there is an urgency with the post, managers can advertise before the post has been to consistency checking, but the advert will clearly state that the banding is subject to job evaluation and will be provisional. This process is to be followed only in very exceptional circumstances.

5.13. Once the post has been agreed at the Banding Consistency Group the manager

will receive a copy of the matched job report along with the outcome letter. Copies will also be filed with the panel papers and stored confidentiality.

5.14. Once the new job has been in operation for a reasonable period of time, typically

six to twelve months, (so that the job holder is able to provide comprehensive information) the post holder and manager should review the job description. The job will require re-matching or re-evaluating if there are significant changes. Managers will be prompted to initiate this review and will be responsible for arranging this with the post holder. If the job is re-evaluated, any changes will apply to the commencement of the post and will provide an accurate pay band for that post.

6 Procedure for Re-Evaluation of Existing Posts 6.1. It may be appropriate to carry out a re-evaluation where there has been a

significant change in the job resulting in increased job complexity, increased responsibilities, organisational / department change or even a reduction in job content. (It should be noted that an increase in volume of work does not justify a re-evaluation).

6.2. When a temporary change of role is proposed a re-evaluation of the post should

be carried out. This should be for a period of no less than one month or more than six months (unless it is known that the post will be vacant for longer e.g. in covering maternity leave). This would apply in situations known as ‘acting up’ or secondments within the Trust.



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6.3. Job Descriptions for re-evaluation should be submitted on the most up to date job description and person specification template, together with an organisational structure and a completed Application for Job Evaluation Form, (Appendix 1). This needs to be submitted in the first instance to the Divisional Workforce Business Partner for agreement and authorisation. Once agreed the Workforce Business Partner with then submit to the Agenda for Change Team for processing. The job description must have the significant changes to the job role highlighted in red and any other changes should be tracked, have an indicated effective date and be signed by the job holder and the manager. Failure to comply with this will result in the application being returned to the manager and the effective date will not commence until all paperwork has been returned in the correct manner.

6.4. HR will endeavour to schedule the new post for a job matching panel as soon as

possible. The timeframe is dependent upon job matching panel member availability and the number of posts currently waiting job matching.

6.5. Both the job holder and line manager must be available to answer any questions

which may arise during job matching. Failure to be available could result in the job matching being abandoned and the job put back at the bottom of the list.

6.6. The matching process will follow the matching procedure detailed in the NHS Job

Evaluation Handbook. The factor levels agreed by the panel on a factor by factor basis are entered into the computerised system for evaluation, scoring and weighting. The outcome of this stage is:

All factor levels are within the range specified on the profile, this is a Profile Match

Most factor levels match but there are a small number of variations, this is a band match

Where the outcome is a match it is referred for consistency checking

6.7. If the panel is unable to achieve a job match to a national profile the panel may:

refer back to the Manager for additional information

refer the job for job evaluation

6.8. After the match has been cleared through consistency checking by the Banding

Consistency Group, HR will send a letter communicating the outcome to the post holder, copied to the manager. A copy will be filed with the panel papers.

6.9. If the job match results in a lower band for the current job holder, pay will be

protected in accordance with the procedure applied to staff whose employment is subject to reorganisation, redeployment or redundancy.

6.10. HR will advise the manager to complete an Assignment Changes Form (BTHFT -

OneHR, n.d.).



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7 Procedure for Job Evaluation of Existing Posts 7.1. Within 14 days of the panel meeting, HR will send a letter to the job holder, copied

to the line manager requesting the job holder to complete a job analysis questionnaire (JAQ). The completed JAQ must be typed, signed by the job holder and line manager and submitted electronically to HR within 30 working days (BTHFT - OneHR, n.d.).

7.2. On receipt of the completed JAQ, HR will arrange for the job holder to meet with

two job analysts, i.e. a Trust representative and a Staff Side representative. This is a supportive process to ensure that the questionnaire has been completed clearly and all relevant information has been included. The job holder has the right to be accompanied by a Trade Union representative or work colleague not acting in a legal capacity or line manager at the interview with the two job analysts.

7.3. Amendments agreed at the analyst interview will be incorporated into the JAQ by

HR and sent electronically to the job holder and line manager for approval. When the amendments have been agreed and confirmed in writing / email by the job holder and line manager, HR will schedule the JAQ for the job evaluation panel of the amended JAQ being agreed as soon as panel members are available.

7.4. The evaluation process will follow the National Protocol for Local Evaluation

detailed in the NHS Job Evaluation Handbook. The validated factor analysis / evaluations are input factor by factor into the Trust Job Evaluation computer (IJES) system for evaluation, scoring and weighting. Any ‘alert’ messages on potentially inconsistent factor assessments thrown up by the Trust Job Evaluation (IJES) system need to be checked by the panel. The computerised JAQ is the complete record of the process. The outcome of this stage is a factor by factor evaluation of the job, together with a total weighted score and explanatory rationale.

7.5. The outcome is referred for consistency checking. 7.6. After the match has been cleared through consistency checking through the

Banding Consistency Group, HR will send a letter communicating the outcome to the post holder, copied to the manager. Attached will be a copy of the evaluated job report and summary together with a returned copy of the JAQ. A copy will be filed with the panel papers.

7.7. If the job match results in a lower band for the current job holder, pay will be

protected in accordance with the procedure applied to staff whose employment is subject to reorganisation or redundancy.

7.8. HR will advise the manager to complete an Assignment Changes Form. 8 Requests for Review of Job Match Result / Job Evaluation Result 8.1. A post holder(s) who wishes to query the result of a job match or job evaluation

outcome may do so by sending a written / email request for a Band Assignment Review (BAR) form (Appendix 2) to HR within three months of the date of the letter sent to the post holder informing them of the result.



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8.2. HR is responsible for ensuring that the Band Assignment Review Form (Appendix

2) is sent to the post holder by email or hard copy immediately on receipt of the request.

8.3. The post holder must return the completed Band Assignment Review Form

accompanied by the appropriate documents listed on the form signed by the job holder and the line manager. The post holder(s) must provide details of where they disagree with the job match / evaluation and include any additional relevant information. The completed BAR form and additional information must be signed and dated by the post holder and line manager and sent to HR within 3 months of the date of the letter giving result of the job match / job evaluation.

8.4. A review can be requested where the post holder disagrees with the job match /

evaluation and can provide further information in support of their request for a review.

8.5. HR will endeavour to arrange for a review panel to meet as soon as possible. This

is dependent on job matching panel member availability. 8.6. Both the post holder and the line manager need to be available to answer

questions which may arise during the review panel meeting. 8.7. The review process will follow the procedure detailed in the NHS Job Evaluation

Handbook. The review panel operates in the same way as the job matching panel, factor levels agreed by the panel on a factor by factor basis are entered into the Trust Job Evaluation (IJES) system for evaluation, scoring and weighting. The outcome of the review panel will be:

Confirmation of the same match

Confirmation of a match to a different profile

Or, exceptionally, refer the job for a full job evaluation detailed under section 6.0

Confirmation of an evaluation resulting in a different band

8.8. In the case of a match being confirmed to the same or a different profile / band

match the match will be referred for consistency checking through the Banding Consistency Group. Within 14 working days after it has been cleared, the HR will send a letter communicating the outcome to the post holder, copied to the Manager.

Where the review panel has confirmed that the original job match is sound the letter will include any relevant information which led to the outcome. A copy will be filed in the AFC office.

Where the review panel has confirmed a match to a different profile, attached will be a copy of the matched job report and profile/evaluation report together with a returned copy of the review documents submitted.



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8.9. The post holder has no right of appeal beyond the review panel if the complaint is

about the matching outcome 8.10. In the event that the post holder can demonstrate that the process was misapplied

they may pursue a grievance about the process, but not against the matching result or pay band

9 Confidentiality 9.1 The job matching process is a confidential process at the Trust. 9.2 Personal details of job holders are not disclosed to panel members. Similarly, the

names of panel members are not disclosed without their consent to anyone, other than staff within the Human Resources Department, in order to protect them from any attempts to introduce factors into the process that could lead to bias. When asking questions of the designated panel contact, the chairman of the panel should stress that this is “in confidence” in order to retain his/her anonymity.

9.3 Panel members must not disclose any information relating to job matching. All

discussions within the panel must remain confidential. If any panel member breaches confidentiality, their role in job matching will be terminated and they may be subject to investigation and action under the Trust’s Disciplinary Policy and Procedure.

10 References and Associated Documents BTHFT - OneHR, n.d. Agenda for Change. [Online] Available at: https://www.bfwh.nhs.uk/onehr/afc-job-evaluation/ [Accessed 21 07 2020].

BTHFT - OneHR, n.d. Assignment Change Form. [Online] Available at: https://www.bfwh.nhs.uk/onehr/managers-esr-forms/assignment-change-form/ [Accessed 21 07 2020].

NHS Employers, 2018. NHS Job Evaluation Handbook. [Online] Available at: https://www.nhsemployers.org/job-evaluation-handbook [Accessed 21 07 2020].

NHS Employers, n.d. [Online] Available at: https://www.nhsemployers.org/ [Accessed 21 07 2020].



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Appendix 1: Application for Job Evaluation / Re-Evaluation

Application For Job Evaluation / Re-Evaluation

Please ensure:

The Job Description and Person Specification are on the current Trust template and attached. Please ensure that you have considered taking advice from a workforce business partner and /

or a trained job matcher. All significant changes have been highlighted in red if the application relates to a job re-

evaluation. Job Description has been signed or emailed by the Manager Job Description has been signed by the Post holder(s) (if applicable) The Managing Partner has authorised this role to be banded and confirmed budget availability,

in the case of new posts. This application has been completed fully and has been signed.

This application and supporting Job Description, Person Specification and organisational chart must be

emailed to your Divisional Workforce Business Partner for agreement and authorisation,

Job Title:

Department / Service:

Is this a new position? Yes: Complete Sections B and C

No: Complete Sections A, B and C

Section A – Existing Position:

Post holder’s name: (if applicable)

Assignment No:

Is post holder currently in post? Yes: No:

Current Band:

The post holder has been in post since (date):

Matched Job Report Ref (if applicable):

Is post holder receiving Protected pay? Yes: No:

Enter the date the job description became effective? (If re-evaluation is successful, this will be the date in which the change of salary will be effective from)

Section B –Supporting Evidence

Would you consider that this post is similar to a current role in the Trust? Yes: No:



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Appendix 1: Application for Job Evaluation / Re-Evaluation

If Yes, please provide details of other Job Descriptions considered to be the same (this will enable the panel to compare and confirm if the job can be benchmarked):

Section C

Please explain why this post is being banded and why the proposed band is needed:

*Post Holder’s Signature (If applicable):

Print Name: Date

Manager’s Signature:

Print Name: Date

Divisional Workforce Business Partner

Print Name: Date



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Appendix 2: Application for Band Assignment Review

Application for Band Assignment Review

Post holder’s Name: (if applicable)

Job Title:

Department & Location:

Current Pay Band:

Matched Job Report Ref:

Profile Title:

Currently Receiving Protected Pay?

Yes / No

Detail below your evidence to support your request for a band assignment review. Against each of the factor definitions below outline your supporting evidence to reflect the specific related skills and job requirements, and clearly reference this against your job description which should also be attached. This should be completed by reference to the NHS Job Evaluation Handbook, Seventh edition, available via the Trust Intranet Site or NHS Employers website. If you require assistance in completing this form, please speak to your Manager, HR Business Partner or Union Rep.

FACTOR SUPPORTING EVIDENCE

Communication & Relationship Skills

Knowledge, training & experience

Analytical & Judgement Skills

Planning & Organisational Skills

Physical Skills

Responsibilities for Patient/Client Care

Responsibilities for Policy and Service Development Implementation

Responsibilities for Financial and Physical Resource

Responsibilities for Human Resources



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Appendix 2: Application for Band Assignment Review

Responsibilities for Information Resources

Responsibilities for Research & Development

Freedom to Act

Physical Effort

Mental Effort

Emotional Effort

Working Conditions

Attachments Job Description & Person Specification on correct template Organisational Chart This form and attachments must be returned within 90 working days of the date of notification of your banding. After 90 days, your right of review against your job match results expires. I hereby certify that the above information is accurate to the best of my knowledge. Signed (post holder) Date: If there is more than one post holder sharing the same job description, all post holders must sign on reverse / separate page and print their names in block capitals. I have reviewed all the evidence submitted and can confirm that this is reflective of the responsibilities of the post holder. COUNTERSIGNED (manager) Date: NAME IN BLOCK CAPITALS



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Appendix 3: Job Description

Job Description

JOB TITLE: BAND: BASE: RESPONSIBLE TO: ACCOUNTABLE TO: DBS: ‘This post is subject to a DBS Check or ‘This post does not require a DBS check’ INFECTION PREVENTION AND CONTROL: The post holder must comply with all relevant policies, procedures and training on infection prevention and control. JOB SUMMARY: (insert summary of the main responsibilities of the post) DUTIES AND RESPONSIBILITIES (Insert here the duties and responsibilities for the role) Additional information 10. Physical Effort (insert what is applicable) 11. Mental Effort (insert what is applicable) 12. Working Conditions



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(insert what is applicable) 13. Emotional Effort (insert what is applicable) GENERAL REQUIREMENTS 1. Quality

Each member of staff is required to ensure that: a) The patient and customer is always put first; b) That in all issues, the patient/customer requirements are met and all staff

contribute fully to achieving the Trust’s corporate goals and objectives; c) That all staff hold themselves personally responsible for the quality of their

work and therefore seek to attain the highest standards achievable within their knowledge, skills and resources available to them in furtherance of the Trust’s Vision and in embedding the organisation’s Values.

2. Confidentiality

Each member of the Trust’s staff is responsible for ensuring the confidentiality of any information relating to patients and for complying with all the requirements of the Data Protection Act whilst carrying out the duties of the post. Any breaches in confidentiality will be dealt with by the Trust’s Disciplinary Procedure and may result in dismissal.

3. Data Protection/Freedom of Information Acts Carry out any requirements within the duties applicable to the Data Protection Act, 2018 and the Freedom of Information Act 2000.

4. Health and Safety

Each member of the Trust’s staff is responsible for ensuring that they carry out the duties of their post in accordance with all appropriate Health and Safety legislation (Health & Safety At Work Act 1974), guidance and procedures and they do not, by any act or omission on their part, create a threat to the Health and Safety of any other person.

5. Equality & Diversity It is the responsibility of all employees to support the Trust’s vision of promoting a positive approach to diversity and equality of opportunity, to eliminate discrimination and disadvantage in service delivery and employment, and to manage, support or comply through the implementation of the Trust’s Equality and Diversity Strategies and Policies.

6. Working Time Directive

You are required to comply with the regulations governing working time and to any



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locally agreed associated arrangements. 7. Harassment & Bullying

The Trust condemns all forms of harassment and bullying and is actively seeking to promote a work place where employees are treated with dignity, respect and without bias.

8. External Interests Each member of the Trust’s staff is responsible for ensuring that any external

interest they have does not conflict with the duties of their posts and they must disclose the external interest if this is likely to occur, or if they are in doubt about a possible conflict of interest.

9. Mandatory Training Each member of the Trust’s staff has a statutory obligation to attend mandatory

training. It is the responsibility of each member of staff to ensure that they comply with this legal requirement.

10. Flexibility

This job description is intended to act as a flexible guide to the duties of the post and therefore will require revision in consultation with the post holder to reflect the changing requirements of the post, to enable the Trust to achieve its corporate goals and objectives.

11. Smoke-free Policy

In line with the Department of Health guidelines, the Trust operates a strict smoke-free policy.

12. Safeguarding (do NOT change this section)

The Trust are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expect all staff and volunteers to share its commitment.

Rigorous recruitment checks are carried out on successful applicants who may be required to undertake Enhanced Disclosure via the DBS.



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Appendix 4: Person Specification

Person Specification

POST: DEPARTMENT:

Job Requirements Assessment

EDUCATION AND QUALIFICATIONS

EXPERIENCE AND KNOWLEDGE

SKILLS AND ABILITY

https://www.bfwh.nhs.uk/onehr/wp-content/uploads/2016/02/Person-Spec-new.doc



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Appendix 5: Appeal

Appeal Against Process

POST TITLE: ……………………………………………………………………….. DEPARTMENT/DIRECTORATE: ……………………………………………………. Name of postholder(s): ....................................................................................... Line Manager:....................................................................................................... An appeal must be submitted within six months of the banding/ evaluation outcome as per the national guidelines. The appeal is to be used when the postholder ascertains that due process has not been followed. It is not a process to express dissatisfaction with the banding outcome.

Please specify your grounds for appeal.

https://www.bfwh.nhs.uk/onehr/wp-content/uploads/2016/02/Appeal-Form.docx



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Appendix 6: Re-banding Process

Line Manager and Employee agree a new Job Description and Person Specification (New information to be highlighted, updates to be completed via track

changes). Submit amended JD & PS, previous JD &PS, organisational chart and Application for Job Evaluation/Re-evaluation form to the Workforce BP for the relevant division

for approval and authorisation.

Workforce BP quality checks the JD/PS, if approved, signs the Application for Job Evaluation/Re-evaluation form and submit all documentation to the Agenda for

Change Inbox [email protected] The JD and PS must be in word format.

Names and bands removed from the Structure.

Submission reviewed at Panel taking into account all changes made to the Job Description and Person Specification

Panel to contact the manager or post holder if clarity or additional information is required. IJES to be updated with questions and responses

Post matched at Panel and forwarded to Consistency Panel

Post unmatched at Panel - Line Manager / Employee contacted by AFC Administrator with feedback

and advice on how to proceed

Consistency Panel to check matching

Matching agreed. AFC Administrator to notify the Line Manager / Employee via

a letter and IJES Report

Matching Not Agreed. Post may require further information or a Job

Analysis Questionnaire. Guidance will be provided in relation to the

process to follow

Line Manager to complete an Assignment Changes Form, attaching the banding outcome letter for payroll to

make the necessary changes

mailto:[email protected]



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Appendix 7: Summary of Process

Manager identifies need for a new role within team

Workforce BP quality checks the JD/PS, if approved, signs the Application for Job Evaluation / Re-evaluation form and submit all

documentation to the Agenda for Change Inbox [email protected]

The JD and PS must be in word format. Names and bands to be removed from the structure.

Submission reviewed at Panel

Job Matched to a National Profile

Post submitted to Consistency Panel for final approval

Job unable to be matched, submission returned to

manager with panel comments.

Post to be modified for resubmission to panel (if

required)

Job returned to manager with advice from Consistency Panel regarding which factors need to be reviewed – guidance will be provided in relation to the process to follow

Job banding agreed at Consistency Panel. Manager informed and can proceed with the recruitment process

Panel to contact the manager or post holder if clarity or additional information is required. IJES to be updated with questions and responses

If role identified – use the existing role to write the new JD & PS and submit together for ‘benchmarking’ to the Workforce Business Partner.

If no role identified – Manager to create a Job Description, Person Specification, Organisation Chart (bands and names to be removed) and complete the Application for Job Evaluation/Re-evaluation form. Submit all documentation to the Workforce BP for the relevant division for approval and authorisation

Manager to discuss role with Workforce Business Partner to establish if a role

already exists within the Trust.

mailto:[email protected]



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Appendix 8 Equality Impact Assessment Form Department Service or Policy Date Completed:

GROUPS TO BE CONSIDERED Deprived communities, homeless, substance misusers, people who have a disability, learning disability, older people, children and families, young people, Lesbian Gay Bi-sexual or Transgender, minority ethnic communities, Gypsy/Roma/Travellers, women/men, parents, carers, staff, wider community, offenders.

EQUALITY PROTECTED CHARACTERISTICS TO BE CONSIDERED Age, gender, disability, race, sexual orientation, gender identity (or reassignment), religion and belief, carers, Human Rights and social economic / deprivation.

QUESTION RESPONSE IMPACT

Issue Action Positive Negative What is the service, leaflet or policy development? What are its aims, who are the target audience?

The Procedural Document is to ensure that all members of staff have clear guidance on processes to be followed. The target audience is all staff across the Organisation who undertakes this process.

Raise awareness of the Organisations format and processes involved in relation to the procedural document.

Yes – Clear processes identified

Does the service, leaflet or policy/ development impact on community safety

Crime

Community cohesion

Not applicable to community safety or crime

Is there

N/A N/A

Is there any evidence that groups who should benefit do not? i.e. equal opportunity monitoring of service users and/or staff. If none/insufficient local or national data available consider what information you need.

No N/A N?A

Does the service, leaflet or development/ policy have a negative impact on any geographical or sub group of the population?

No N/A N/A

How does the service, leaflet or policy/ development promote equality and diversity?

Ensures a cohesive approach across the Organisation in relation to the procedural document.

All policies and procedural documents include an EA to identify any positive or negative impacts

Does the service, leaflet or policy/ development explicitly include a commitment to equality and diversity and meeting needs? How does it demonstrate its impact?

.

All policies and procedural documents include an EA to identify any positive or negative impacts

Does the Organisation or service workforce reflect the local population? Do we employ people from disadvantaged groups

Our Workforce is reflective of the local population.

Will the service, leaflet or policy/ development i. Improve economic social conditions in

deprived areas ii. Use brown field sites iii. Improve public spaces including creation of

green spaces?

N/A

Does the service, leaflet or policy/ development promote equity of lifelong learning?

N/A

Does the service, leaflet or policy/ development encourage healthy lifestyles and reduce risks to health?

N/A

Does the service, leaflet or policy/ development impact on transport? What are the implications of this?

N/A

Does the service, leaflet or policy/development impact on housing, housing needs, homelessness, or a person’s ability to remain at home?

N/A

Are there any groups for whom this policy/ service/leaflet would have an impact? Is it an adverse/negative impact? Does it or could it (or is the perception that it could exclude disadvantaged or marginalised groups?

N/A

Does the policy/development promote access to services and facilities for any group in particular?

N/A

Does the service, leaflet or policy/development impact on the environment

During development

At implementation?

N/A



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Appendix 8 Equality Impact Assessment Form ACTION:

Please identify if you are now required to carry out a Full Equality Analysis Yes No (Please delete as appropriate)

Name of Author: Signature of Author:

Anne Radcliffe Date Signed:

Name of Lead Person: Signature of Lead Person:

Karen Harte Date Signed:

Name of Manager: Signature of Manager

Paula Roles Date Signed: