Update – review of the matching profiles for nursing and midwifery (bands 4 and above)
NHS Staff Council Job Evaluation Group (JEG) is grateful for all who responded and is working its way through the feedback over the coming weeks.
JEG will be consulting on revised profiles for bands 7 and above later in the Autumn.
The joint chairs have agreed that the revised profiles will only be published once the review of the full suite has been completed. This is likely to be early 2025.
However, they are keen to remind employers that the need to ensure roles are banded correctly is an ongoing requirement regardless of reviews to profiles and encourage employers to work with staff to ensure that their job descriptions are up-to-date and accurately reflect the requirements of their role. Where this leads to job description revisions, roles will need to be re-banded using the NHS JE Handbook’s Changed Jobs process (chapter 3 of the Handbook).
The advice from the NHS Staff Council on job descriptions is, and always has been that:
- having up-to-date, agreed job descriptions is good HR practice, their main purpose being 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
- similarly, having person specifications available for all posts is good HR practice, as it facilitates the recruitment process
- up-to-date, agreed job descriptions and person specifications will facilitate matching and make it more accurate and efficient
- job descriptions should not follow the national Job Evaluation (JE) profile format, as profiles are not job descriptions and do not fulfil the main purpose of a job description
- information required for matching, which is not usually included in job descriptions or person specifications (for example, in relation to the effort and environment factors) can be collected by other means, for instance, by short questionnaire
- job evaluation measures the demands of the job, not the competency of the person in the job. Therefore a job description which is exclusively competence-based is not helpful for matching purposes
- there is no recommended format: the format and content of job descriptions are matters for individual organisations to agree in partnership and should be appropriate to the needs of the organisation.
Information on Job evaluation and the profile review work
