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NHS Job evaluation handbookFifth edition, October 2015NHS Job evaluation handbookContents The contents of this Handbook have been agreed in partnership by the NHS Staff Council 1. Introduction to

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How to fill out the NHS Job Evaluation Handbook:

1. Familiarize yourself with the handbook: Start by reading the entire NHS Job Evaluation Handbook to understand its purpose, contents, and the information it requires.
2. Gather necessary information: Collect all the relevant information that is required to complete the evaluation process. This may include job descriptions, organizational charts, and any other relevant documentation.
3. Evaluate job roles: Review each job role in your organization and assess its responsibilities, skills required, and level of decision-making. Ensure that you understand the different factors that influence job evaluation, such as job knowledge, problem-solving, and accountability.
4. Determine the job evaluation scheme: Familiarize yourself with the specific job evaluation scheme that is used within the NHS. This may involve understanding the different factors, levels, and scoring systems that are used in the scheme.
5. Assign scores: Evaluate each job role against the relevant factors and assign scores accordingly. Ensure that you are consistent and objective in your evaluations.
6. Seek input from relevant stakeholders: Consult with managers, employees, and other stakeholders to gather additional insights and perspectives on job roles. This can help ensure a fair and comprehensive evaluation.
7. Finalize the evaluation: Review all the evaluations and scores to ensure accuracy and consistency. Make any necessary adjustments or revisions before finalizing the evaluation.
8. Document the evaluation: Record all the evaluation results and supporting documentation in the appropriate format. Maintain clear and organized records for future reference or audit purposes.
9. Communicate the results: Once the evaluation process is complete, communicate the results to the relevant individuals, such as managers or HR representatives. Provide an opportunity for feedback or clarification if needed.

Who needs the NHS Job Evaluation Handbook?

1. Human Resources (HR) personnel: HR professionals involved in job evaluation processes within the NHS will benefit from the NHS Job Evaluation Handbook. It provides guidance on how to accurately evaluate and grade job roles.
2. Managers and supervisors: Managers and supervisors responsible for assessing job roles in their teams will find the handbook useful. It helps them understand the criteria and factors used in the job evaluation process.
3. Employees: Employees who are interested in understanding how job roles are evaluated and graded within the NHS can refer to the handbook. It provides transparency and clarity on the evaluation process, ensuring fairness and consistency throughout the organization.
4. Job applicants: Job applicants who are applying for positions within the NHS may find value in reviewing the handbook. It can help them understand the evaluation criteria used for different job roles and provide insights into potential career progression within the organization.

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What is nhs job evaluation handbook?

The NHS Job Evaluation Handbook is a tool used to evaluate the roles within the NHS based on a set criteria and grading system.

Who is required to file nhs job evaluation handbook?

All NHS employees who are responsible for evaluating job roles are required to fill out the NHS Job Evaluation Handbook.

How to fill out nhs job evaluation handbook?

To fill out the NHS Job Evaluation Handbook, employees need to assess the key responsibilities, skills, and competencies of a job role and assign it a corresponding grade.

What is the purpose of nhs job evaluation handbook?

The purpose of the NHS Job Evaluation Handbook is to ensure that job roles within the NHS are accurately graded and paid based on their responsibilities and requirements.

What information must be reported on nhs job evaluation handbook?

The NHS Job Evaluation Handbook requires information such as job title, key responsibilities, required skills and competencies, and the grade assigned to the job role.