Job evaluation

Every role level is scored on 16 factors. Each factor has numbered levels worth a set number of points, and the total places the role level in its band.

Scoring principles

Score the job, not the person doing it.
Score the normal, regular requirements of the job, not rare events.
Score the minimum knowledge needed to do the job, gained by any route.
Choose the level whose summary best fits the job as a whole.

Band points ranges

Band	From	To
Band 1	0	160
Band 2	161	215
Band 3	216	270
Band 4	271	325
Band 5	326	395
Band 6	396	465
Band 7	466	539
Band 8a	540	584
Band 8b	585	629
Band 8c	630	674
Band 8d	675	720
Band 9	721	765

The 16 factors

1. Communication and relationship skills

Skills needed to communicate with, and build relationships with, colleagues, patients, the public, and partners. Considers how complex, sensitive, or contentious the information is, and any barriers to understanding or acceptance.

Level	Level summary	Points
1	Gives and receives routine information orally, mainly with colleagues.	5
2	Gives and receives routine information orally, in writing, or electronically, with colleagues and others.	12
3	Gives routine information needing tact or persuasion, or complex or sensitive information, or straightforward training to groups.	21
4	Gives complex, sensitive, or contentious information needing persuasion, negotiation, or training skills, or highly complex information.	32
5	Gives highly complex or contentious information needing developed persuasion and negotiation, presents to large groups, or communicates where there are significant barriers to acceptance.	45
6	Gives highly complex, highly contentious information where there are significant barriers to acceptance, using the highest level of communication skills.	60

2. Knowledge, training, and experience

The knowledge and experience needed to do the job, from any source, including formal training, qualifications, and experience.

Level	Level summary	Points
1	A few routine procedures, learned on the job in a short induction.	16
2	A range of routine procedures, learned through on-the-job training and induction.	36
3	A range of procedures, some non-routine, needing base-level theory (for example a level 3 qualification or equivalent experience).	60
4	A range of procedures, mostly non-routine, needing intermediate theory (for example a foundation degree or equivalent experience).	88
5	Expertise in a specialism, underpinned by theory or practical experience (degree level or equivalent).	120
6	Specialist knowledge across the range of the specialism (postgraduate diploma level or equivalent).	156
7	Highly developed specialist knowledge across the range of the specialism (master's level or equivalent).	196
8	Advanced knowledge (doctorate plus further training or equivalent), or specialist knowledge across more than one discipline built over a long period.	240

3. Analytical and judgmental skills

The analysis and judgment needed to process information, solve problems, and make decisions.

Level	Level summary	Points
1	Judgments on straightforward facts or situations.	6
2	Judgments on facts or situations, some needing analysis.	15
3	Judgments on a range of facts or situations needing analysis or comparison of options.	27
4	Judgments on complex facts or situations needing analysis, interpretation, and comparison of options.	42
5	Judgments on highly complex facts or situations needing analysis, interpretation, and comparison of options.	60

4. Planning and organizational skills

The planning and organizing needed to run activities, programs, services, or strategies.

Level	Level summary	Points
1	Organizes own day-to-day work.	6
2	Plans straightforward tasks or activities, some ongoing.	15
3	Plans several complex activities, adjusting plans as needed.	27
4	Plans a broad range of complex activities or strategies, adjusting them as needed.	42
5	Forms long-term strategic plans, with uncertainty and effects across the organization.	60

5. Physical skills

The physical skills needed, such as dexterity, coordination, keyboard skills, and driving.

Level	Level summary	Points
1	Little need for physical skills.	6
2	Skills gained through practice, such as standard keyboard use or driving.	15
3	Developed skills needing speed or accuracy, such as advanced keyboard use.	27
4	Highly developed skills needing precision or speed and high hand–eye coordination.	42
5	The highest level of precision, speed, and coordination.	60

6. Responsibility for patient and client care

Responsibility for assessing, treating, caring for, or advising patients and clients. For most digital and corporate roles this is incidental contact only.

Level	Level summary	Points
1	Helps patients, clients, or relatives during incidental contact.	4
2	Gives general non-clinical advice, information, or services directly to patients or the public.	9
3	Gives personal care, basic clinical technical services, or basic clinical advice.	15
4	Carries out clinical care, provides clinical technical services, or advises on the care of patients.	22
5	Develops programs of care, provides specialist clinical technical services, or gives specialized advice on patient care.	30
6	Develops specialized care, gives highly specialized advice, or is accountable for part of a clinical service.	39
7	Accountable for delivering a clinical or care service.	49
8	Corporate responsibility for clinical or care services.	60

7. Responsibility for policy and service development

Responsibility for developing and implementing policies and services, and how far the effects reach.

Level	Level summary	Points
1	Follows policies set by others; may comment on changes.	5
2	Implements policies for own area and proposes changes to its practices.	12
3	Implements policies for own area and proposes changes that affect other areas.	21
4	Implements policy and develops policy or services for a service or several areas.	32
5	Implements and develops a range of policies or services for a directorate.	45
6	Corporate responsibility for major policy or service development across or beyond the organization.	60

8. Responsibility for financial and physical resources

Responsibility for money, budgets, equipment, stock, buildings, and other assets.

Level	Level summary	Points
1	Takes personal care of equipment and resources used in own work.	5
2	Handles cash or valuables, looks after equipment used by others, controls stock, or authorizes small payments.	12
3	Authorizes payments, buys some assets or supplies, monitors or holds a delegated budget, or maintains assets.	21
4	Holds or sets the budget for a department or service, or buys or maintains its assets.	32
5	Holds or sets budgets, or manages assets, for several services.	45
6	Corporate responsibility for the organization's finances or assets.	60

9. Responsibility for people

Responsibility for managing, supervising, training, or developing staff, or for providing people (HR) services.

Level	Level summary	Points
1	Shows own work routines to new or less experienced colleagues.	5
2	Supervises or coordinates staff day to day, trains others regularly, or gives basic HR advice.	12
3	Manages a group of staff day to day, teaches core or specialist training, or gives core HR advice.	21
4	Line manages a function or department, designs training programs as a main duty, or delivers a full range of HR services.	32
5	Line manages several departments, or manages training or a large part of HR across the organization.	45
6	Corporate responsibility for the organization's people or HR function.	60

10. Responsibility for information resources

Responsibility for information and information systems, paper or digital, including records, data, and the systems that hold them.

Level	Level summary	Points
1	Records information that the job holder produces.	4
2	Enters or stores data compiled by others, or occasionally writes reports or queries.	9
3	Takes formal minutes, regularly writes reports or queries, or maintains information systems as a significant duty.	16
4	Adapts or designs information systems to others' specifications, or runs information systems for a department as the main duty.	24
5	Designs and develops major information systems, or runs information systems for several services as the main duty.	34
6	Manages and develops information systems across the organization as the main duty.	46
7	Corporate responsibility for the organization's information systems.	60

11. Responsibility for research and development

Responsibility for formal research, development, evaluation, audits, testing, and trials.

Level	Level summary	Points
1	Carries out surveys or audits for own work; occasionally takes part in research or testing.	5
2	Regularly does research, development, trials, or equipment and system testing as part of the job.	12
3	Carries out research or development within formal programs as a main duty.	21
4	Coordinates and carries out research and development programs.	32
5	Initiates and develops research and development programs that support the organization's objectives.	45
6	Initiates and develops research and development programs with effects beyond the organization.	60

12. Freedom to act

How far the job holder decides what to do and how, and how closely their work is supervised.

Level	Level summary	Points
1	Works within set procedures, with supervision close by.	5
2	Follows standard procedures and precedent; someone is usually available to ask; work may be checked.	12
3	Follows defined policies and procedures; work is managed rather than supervised.	21
4	Results are defined, but the job holder decides how to achieve them, within broad policy.	32
5	Works within general policies, and in most cases decides how to interpret them.	45
6	Interprets overall policy and strategy to set goals and standards.	60

13. Physical effort

The physical effort needed, considering its frequency, duration, and intensity.

Level	Level summary	Points
1	Sitting, standing, and walking, with little physical effort.	3
2	Frequent sitting or standing in a restricted position, or occasional light to moderate effort.	7
3	Frequent light effort for long periods, or frequent moderate effort for short periods.	12
4	Ongoing light effort, frequent moderate effort for long periods, or occasional intense effort.	18
5	Ongoing moderate effort, or frequent intense effort.	25

14. Mental effort

The concentration needed, considering its frequency, duration, and how predictable the work is.

Level	Level summary	Points
1	General attention; occasional concentration on predictable work.	3
2	Frequent concentration on predictable work, or occasional concentration on unpredictable work.	7
3	Frequent concentration on unpredictable work, or occasional prolonged concentration.	12
4	Frequent prolonged concentration, or occasional intense concentration.	18
5	Frequent intense concentration.	25

15. Emotional effort

The emotional demands of the job, from direct or indirect exposure to distressing circumstances, such as reading distressing case records or handling serious incidents.

Level	Level summary	Points
1	Rare exposure, or occasional indirect exposure, to distressing circumstances.	5
2	Occasional exposure, or frequent indirect exposure, to distressing circumstances.	11
3	Frequent exposure to distressing circumstances, or occasional exposure to highly distressing ones.	18
4	Occasional exposure to traumatic circumstances, or frequent exposure to highly distressing ones.	25

16. Working conditions

Exposure to unpleasant conditions or hazards. Near-continuous screen use on most days counts at level 2.

Level	Level summary	Points
1	Rare exposure to unpleasant conditions.	3
2	Occasional unpleasant conditions, frequent travel or outdoor work, or near-continuous screen use on most days.	7
3	Frequent unpleasant conditions, or occasional highly unpleasant ones.	12
4	Some exposure to hazards, or frequent highly unpleasant conditions.	18
5	Considerable exposure to hazards.	25