Annex 2: Definitions

This section outlines key definitions used throughout the NHS Job Evaluation (JE) process. These definitions are intended to support understanding of the NHS JE Scheme for the purpose of this technical guidance.

For comprehensive guidance, including detailed explanations and procedural context, readers should refer to the NHS Job Evaluation Handbook, available via NHS Employers.

Job evaluation (JE): A systematic process for assessing the relative value of jobs within an organisation to establish fair and equitable pay rates.

Job evaluation scheme (JES): A structured framework used to evaluate jobs, involving a set of criteria or factors such as skills, responsibilities, and working conditions.

Job description (JD): A detailed document outlining the duties, responsibilities, required qualifications, and reporting relationships of a specific job.

Job description (JD) review: The process of reviewing a job to ensure its description remains accurate and up to date. The process is considered complete where the manager and postholder(s) have jointly reviewed, discussed, and agreed the content of the job description.

Job analysis: The process of gathering, documenting, and analysing information about a job's tasks, responsibilities, necessary skills, outcomes, and work environment.

Job analysis questionnaire (JAQ): A tool used to collect detailed information about a job's duties, responsibilities, and requirements, typically completed by the job holder and their line manager/supervisor, supported by a trained job analyst.

Job evaluation panel: A group of individuals who meet to evaluate or match job descriptions using the rules and procedures of the JES. The panel must include representatives from management and staff sides.

Factor levels: Specific criteria or dimensions used in job evaluation to assess different aspects of a job, such as communication skills, physical effort, and responsibility for resources.

Point factor method: A quantitative job evaluation method that assigns point values to compensable factors and sums them to determine a job's relative worth.

Job matching: The process of comparing a job's duties and responsibilities to one of a set of predefined job profiles using agreed criteria and protocols to determine its appropriate banding.

National job profile: A summary of evaluations of commonly occurring jobs which is then used in job matching as a short cut in applying the JES.

Job family: A group of jobs involving similar types of work and requiring similar training, skills, knowledge, and expertise.

Job classification: The process of categorising jobs into predefined classes or grades based on their duties, responsibilities, and qualifications.

Job weight: The numeric value attributed to a job following job evaluation which denotes its relative value and enables mapping to the pay structure.  Job weight is calculated by adding up all factor scores.

Pay/banding/grading structure: The framework within which jobs are categorised into different levels or grades based on their evaluation scores.

Pay bands: Ranges of pay rates established for different levels of job evaluation scores, ensuring consistent and equitable compensation across similar roles.

Pay equity: Ensuring that employees are compensated fairly based on their job's value, without discrimination based on gender, race, or other protected characteristics.

Job re-banding or re-evaluating: The process of changing the classification or grade of a job due to significant changes in its duties, responsibilities, or requirements.