NHS Job Evaluation Handbook - Second Edition

NHS Job Evaluation Handbook

9. Hybrid Matching/Evaluation Procedure

1. Use of the hybrid matching/evaluation procedure

The hybrid matching/evaluation procedure is intended for use in a limited number of specific circumstances, for example, where the matching failure against the matching rules (paragraph 5 of Section 8 - the Matching Procedure) was on only one or two factors and the likely evaluation outcome was very clear to matching panel members.

Examples of situations where the hybrid procedures are most appropriate are:

• Jobs with a specific responsibility distinct from that of other similar job, e.g. a healthcare scientist, financial accountant or pharmacist with an identified responsibility, on the job description, for maintenance of information systems.
• Jobs with a requirement for a specific skill because of the particular nature of the work, e.g. communication skills for a group (young children, those with learning disabilities) whose cooperation is essential to the treatment.

2. Hybrid matching/evaluation procedure

Where a job has been matched and that match has failed, the factors that have successfully matched exactly the profile levels or range within the existing published matching procedure are regarded as correct. The remaining factors only are subject to the local evaluation process ( see section 10) through the mechanism of completing the relevant sections of the Job Analysis Questionnaire plus the organisation chart and main tasks section. This is followed by the analysis process, including sign off by line manager, and then local evaluation of non-matched factors. For consistency of understanding of the job, it is desirable that at least one member of the matching panel attends the evaluation panel.

3. Rules for hybrid matching/evaluation.

The hybrid procedure should only be activated if the following conditions are met:

• Local joint agreement that the procedure can be adopted in appropriate situations.
• A near non-match situation, defined in the following way:
  • Most factors have matched the relevant national profile factor levels or ranges without variation; not more than three factors have two, or exceptionally more, level variations outside the profile level or range.
  • The Knowledge and Freedom to Act factors have matched.
  • There is no other possible profile match and the outcome is likely to fall within the same pay band as the unsuccessful profile match.
• The matching panel agree that it is an appropriate procedure to adopt in the particular circumstances.
• The jobholder agrees to the adoption of the procedure.