1-20 of 35 results for subject:"Job evaluation"
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To ask the Secretary of State for Health and Social Care, whether his Department has made an assessment of the adequacy of job evaluation scores for pharmacy assistants.
To ask the Secretary of State for Health and Social Care, whether his Department has made an assessment of the adequacy of job evaluation scores for pharmacy assistants.
This specific assessment has not been made.
Agenda for Change pay is underpinned by the Job Evaluation Scheme (JES). This scheme was developed through collaboration between National Health Service leaders, NHS trade unions, and independent job evaluation experts. The JES is a structured method of comparing job demands and seeks to ensure that staff receive equal pay for work of equal value.
The JES focuses on the demands of the role as set out in the job documentation, for example the job description and person specification, and not the skills and knowledge an individual has. The requirements, as set out in the job documentation, are then analysed using the JES to determine the relative job demand, or weight, of the role which in turn determines which pay band the role sits in. This model of weighting has been legally tested and proven to be robust.
All local employing organisations are responsible for correctly and consistently implementing the JES to ensure staff are paid correctly for the work they are asked to deliver.
The NHS Staff Council’s Job Evaluation Group is responsible for maintaining the national role profiles that are used to support job evaluation practice.
My Rt Hon. Friend the Secretary of State for Health and Social Care (Wes Streeting MP) made the following Statement:
Today I am updating the House on work underway to improve the working lives of NHS staff.
The 2023 Agenda for Change (AfC) pay deal, agreed between the previous government and the...
My Rt Hon. Friend the Secretary of State for Health and Social Care (Wes Streeting MP) made the following Statement:
Today I am updating the House on work underway to improve the working lives of NHS staff.
The 2023 Agenda for Change (AfC) pay deal, agreed between the previous government and the...
Today I am updating the House on work underway to improve the working lives of NHS staff.
The 2023 Agenda for Change (AfC) pay deal, agreed between the previous government and the NHS Staff Council, included ten commitments to look at issues that impact NHS staff. Some of these commitments have...
Today I am updating the House on work underway to improve the working lives of NHS staff.
The 2023 Agenda for Change (AfC) pay deal, agreed between the previous government and the NHS Staff Council, included ten commitments to look at issues that impact NHS staff. Some of these commitments have...
To ask the Chancellor of the Exchequer, whether a job evaluation for senior posts was conducted for the role of Director of Special Advisers and Chancellor Engagement.
To ask the Chancellor of the Exchequer, whether a job evaluation for senior posts was conducted for the role of Director of Special Advisers and Chancellor Engagement.
The correct processes were followed in the appointment of the Director of Special Advisers and Chancellor Engagement. Louise Tinsley has been a civil servant for 7 years. She had passed a selection board for a role at director level prior to the election being called. A similar Director role had been filled by a civil servant prior to Louise’s appointment. The incumbent has been appointed for an initial period of 6 months.
The Director of Special Advisers and Chancellor Engagement does not currently have line management responsibilities.
To ask the Secretary of State for Health and Social Care, if she will take steps to provide the same (a) terms and conditions and (b) job evaluation systems to (i) Anaesthesia Associates and Physician Associates and (ii) junior doctors.
To ask the Secretary of State for Health and Social Care, if she will take steps to provide the same (a) terms and conditions and (b) job evaluation systems to (i) Anaesthesia Associates and Physician Associates and (ii) junior doctors.
The role of medical associates is to work with and support doctors and not to replace them. Physician Associates, Anaesthesia Associates, and doctors in training are employed under different contractual arrangements. Physician Associates and Anaesthesia Associates are employed on the Agenda for Change (AfC) contract. Doctors in training follow a distinct medical training pathway, and are employed on the NHS Doctors and Dentists in Training (2016) contract.
The National Health Service contracts reflect the different needs of different members of the workforce, and are managed by different collective bargaining structures. The AfC contract is managed by the NHS Staff Council and is underpinned by the NHS Job Evaluation Scheme. There is no equivalent job evaluation scheme for doctors and dentists’ terms and conditions.
There are currently no plans for Physician Associates, Anaesthesia Associates, and doctors in training to be employed under the same terms and conditions, with the same job evaluation system.
To ask the Secretary of State for Education, if she will launch a job evaluation scheme for teaching assistants.
To ask the Secretary of State for Education, if she will launch a job evaluation scheme for teaching assistants.
The Government’s education reforms gives schools the freedom to make their own decisions about recruitment, pay, conditions, and use of teaching assistants. Schools should have the freedom to make these decisions, as they are best placed to understand their pupils’ needs.
Many schools pay teaching assistants according to local government pay scales. These are set through negotiations between the Local Government Association (LGA), which represents the employer, and Local Government trade unions (UNISON, Unite, and the GMB), which represent the employee. Support staff on these pay scales, or in schools that mirror them, will receive a pay rise of 10% on average. This will be backdated to April 2022.
The 2022 Autumn Statement underlines the priority the Government attaches to schools, delivering a significant uplift in funding in this Spending Review period. Core schools funding will increase by £2 billion in both 2023/24 and 2024/25.
It is for schools to decide how to use teaching assistants and other support staff in activities outside the classroom, such as holiday activities and breakfast clubs.
To ask the Secretary of State for Business, Innovation and Skills, what the procedure is in his Department for assessing grade boundaries and job roles; and how often such assessments take place.
To ask the Secretary of State for Business, Innovation and Skills, what the procedure is in his Department for assessing grade boundaries and job roles; and how often such assessments take place.
The Department for Business, Innovation and Skills (BIS) uses grading guidance as a tool to help managers and job holders determine the grading of a post. The guidance applies to all BIS staff, except the Senior Civil Service (SCS) and Fast Streamers, who have central grading structures.
Job evaluation is used when the grading guidance alone is insufficient for the manager and job holder to determine the grade of a post. BIS uses a systematic job evaluation system called JEGS (Job Evaluation and Grading Support) for non-SCS staff and JESP (Job Evaluation for Senior Posts) for SCS staff. These have been developed specifically for the Civil Service. It is a systematic process for defining the relative worth or size of jobs in order to establish internal relativities.
The procedure for assessing grade boundaries using job evaluation are:
1. Form a clear picture of the job
2. Refer to grading guidance and where possible allocate to a grade
3. If not, a trained evaluator will evaluate the post
4. The evaluator’s conclusions are quality assured by an appropriate panel which includes trade union representatives
5. HR will communicate the outcome to the line manager
We do not keep records of how often the grading guidance are used or when job evaluations have taken place. Possible reasons for formal job evaluation might include:
· the recruiting manager, Independent Panel Member (IPM) and Deputy Director cannot agree on the appropriate grade using the BIS grading guidance;
· a new post has arisen and there are limited comparator posts within which to agree the grading;
· a substantial and material change has been made to the weighting and responsibilities of the post;
· an area has been restructured and the boundaries for responsibility and weighting have changed significantly;
· there is sufficient doubt of grading when similar roles are compared across the Department; or
· the Department is undergoing a full grading review.
To ask the Secretary of State for Energy and Climate Change, what the procedure is in his Department for assessing grade boundaries and job roles; and how often such assessments take place.
To ask the Secretary of State for Energy and Climate Change, what the procedure is in his Department for assessing grade boundaries and job roles; and how often such assessments take place.
Grades across the Civil Service are defined by job weight, which is a measure of a jobâs complexity and responsibilities. Job weight in the Department of Energy and Climate Change is determined by a job evaluation system called JESP (Job Evaluation for Senior Posts) for the senior Civil Service (SCS) and JEGS (Job Evaluation & Grading Support) at grades below SCS.
A formal JESP evaluation should be undertaken where:
· a new post is created and the pay band is not obvious
· an existing post changes significantly, raising doubt about the pay band
· posts are on the boundary of different pay bands
· posts are subject to a grading review
- a pay banding decision is disputed.
DECC has not undertaken any formal JESP assessments in the past 12 months.
Grade boundaries and job roles for staff below the SCS are initially assessed by reference to the Departmentâs grading guidance. Before advertising a new or existing post the recruiting manager should assess the grade of a post using the guidance. Any changes to the grade of a job role must be authorised in local business area by senior managers.
JEGS is only formally used when the appropriate grade cannot be clearly determined by reference to the grading guidance. In most cases, roles will fall readily into a grade on this basis.
No central records are held of local grading assessments. One formal JEGS assessment has been carried out within the last 12 months.
To ask the Secretary of State for Work and Pensions, what the procedure is in his Department for assessing grade boundaries and job roles; and how often such assessments take place.
To ask the Secretary of State for Work and Pensions, what the procedure is in his Department for assessing grade boundaries and job roles; and how often such assessments take place.
DWP uses two job evaluation schemes, which are widely utilised across the Civil Service.
1. Job Evaluation and Grading Support (JEGS), an analytical points-based system which is used by trained evaluators to rank roles from AA to Grade 6. This also incorporates Grading Guidance which provides an analytical matching of posts based on JEGS, a good level of assurance and is less resource intensive than a full evaluation.
2. Job Evaluation for Senior Posts (JESP) which is similar to JEGS but used to evaluate posts in the Senior Civil Service.
DWP evaluates all new roles and roles where there has been a fundamental or material change in job content using one of these schemes.
Information on JEGS, including use of grading guidance, is available at https://www.gov.uk/government/publications/job-evaluation-and-grading-support-jegs-for-civil-servants
Information on JESP is available at https://www.gov.uk/government/publications/job-evaluation-for-senior-posts-good-practice-guide
To ask the Secretary of State for Communities and Local Government what (a) financial and (b) other assistance his Department provides to local authorities for the purposes of undertaking the job evaluation process.
To ask the Secretary of State for Communities and Local Government what (a) financial and (b) other assistance his Department provides to local authorities for the purposes of undertaking the job evaluation process.
To ask the Secretary of State for Communities and Local Government whether his Department issues guidance to local authorities on responding to requests from local authority staff to (a) delay and (b) appeal against a result of the job evaluation process.
To ask the Secretary of State for Communities and Local Government whether his Department issues guidance to local authorities on responding to requests from local authority staff to (a) delay and (b) appeal against a result of the job evaluation process.
To ask the Secretary of State for Innovation, Universities and Skills what appeals process is available for academic staff who dispute their gradings under the higher educational role analysis evaluation process; and if he will make a statement.
To ask the Secretary of State for Innovation, Universities and Skills what appeals process is available for academic staff who dispute their gradings under the higher educational role analysis evaluation process; and if he will make a statement.
To ask the Secretary of State for Northern Ireland what estimate he has made of how much has been spent over the last 10 years on job evaluations within education and library boards in the Province.
To ask the Secretary of State for Northern Ireland what estimate he has made of how much has been spent over the last 10 years on job evaluations within education and library boards in the Province.
To ask the Secretary of State for the Home Department, what the pay scales are for (a) administrative officers in the Prison Service and (b) prison officers; and what job evaluation exercises have been carried out by the Prison Service in respect of administrative posts in the past five years....
To ask the Secretary of State for the Home Department, what the pay scales are for (a) administrative officers in the Prison Service and (b) prison officers; and what job evaluation exercises have been carried out by the Prison Service in respect of administrative posts in the past five years....
To ask the Secretary of State for the Home Department, whether the Prison Service plans to review its job evaluation system in the light of recent employment tribunal cases.
To ask the Secretary of State for the Home Department, whether the Prison Service plans to review its job evaluation system in the light of recent employment tribunal cases.
To ask the Secretary of State for the Home Department, how many job evaluation exercises have been carried out by the Prison Service in respect of (a) administrative and (b) Prison Service staff since 1997; and what the outcome was.
To ask the Secretary of State for the Home Department, how many job evaluation exercises have been carried out by the Prison Service in respect of (a) administrative and (b) Prison Service staff since 1997; and what the outcome was.
To ask the Secretary of State for Northern Ireland, whether non-teaching staff in the voluntary grammar and integrated education sector will be included in the job evaluation scheme being funded and carried out by the Department of Education in Northern Ireland.
To ask the Secretary of State for Northern Ireland, whether non-teaching staff in the voluntary grammar and integrated education sector will be included in the job evaluation scheme being funded and carried out by the Department of Education in Northern Ireland.
What consideration they have given to the 2000 Equal Value case between speech and language therapists and clinical psychologists, and to the loss of comparability between those professions under Agenda for Change; and whether the job profile for speech and language therapists will be reviewed if the outcome at Early...
What consideration they have given to the 2000 Equal Value case between speech and language therapists and clinical psychologists, and to the loss of comparability between those professions under Agenda for Change; and whether the job profile for speech and language therapists will be reviewed if the outcome at Early...
To ask the Secretary of State for Health, what the total cost of developing the nationally agreed job profiles for the Agenda for Change programme has been. - No figures, not possible to give an accurate estimate.
To ask the Secretary of State for Health, what the total cost of developing the nationally agreed job profiles for the Agenda for Change programme has been. - No figures, not possible to give an accurate estimate.
To ask the Secretary of State for Health, how much his Department has spent on Knowledge and Skills Framework training for staff and managers in the 12 early implementer sites as part of the Agenda for Change programme; and what his estimate is of the total cost to the NHS...
To ask the Secretary of State for Health, how much his Department has spent on Knowledge and Skills Framework training for staff and managers in the 12 early implementer sites as part of the Agenda for Change programme; and what his estimate is of the total cost to the NHS...