Job evaluation audit and KPI data collection technical guidance

This technical guidance contains information that will support those tasked with collecting and reporting job evaluation data.

The guidance will also be useful to organisation chief executives, senior management teams and boards who hold local responsibility for ensuring compliance with the NHS job evaluation scheme (JES), reporting of associated data, and ensuring staff are paid equally for work of equal value, in line with the Equality Act 2010.

This data collection supports national oversight of the job evaluation scheme (JES) across the NHS. The JES is used to determine pay bands for all posts under the NHS Terms and Conditions of Service (Agenda for Change) and plays a key role in making sure staff are paid equally for work of equal value, in accordance with the Equality Act 2010.

A consistent and well-governed approach to job evaluation (JE) is important for fairness, equal pay, and legal compliance. The data collected through this process supports NHS England, regional teams and system partners in understanding how the scheme is being applied, identifying variation and risk, and informing national assurance and support arrangements.

The collection forms part of the wider programme of work arising from the plan to restore confidence, build capacity, and modernise the JE system. These actions were agreed as part of the 2023 ‘non-pay’ Agenda for Change agreement, the recommendations from which were accepted in principle by the Secretary of State for Health and Social Care (see: Written Ministerial Statement) and supported by NHS England (see: Agenda for Change non-pay deal recommendations NHS job evaluation).

The collection has been introduced on a phased basis, reflecting provider readiness, data quality considerations and the need to develop the data collection and national assurance arrangements incrementally. Earlier phases focused on (Phase 1) organisational readiness, and nursing and midwifery job evaluation metrics, and (Phase 2) the introduction of an annual assessment of local Job Evaluation Practices Audit. Phase 1 has now concluded, with the annual job evaluation audit continuing as a recurring exercise, next scheduled for April 2027.

The focus of this updated guidance is Phase 3 (wider Agenda for Change workforce metrics) and Phase 4 (Nursing Band 5 job evaluation metrics).

Phase 3 expands the collection to the wider Agenda for Change workforce. The metrics will support national and regional oversight of job evaluation activity and outcomes, helping to identify variation, inform assurance arrangements, and improve understanding of how the Job Evaluation Scheme is being applied across the NHS. This phase supports the wider objectives of the 2023 Agenda for Change agreement to strengthen confidence, consistency and transparency in job evaluation.

Phase 4 extends the existing collection to support implementation of the Government's commitment to review Band 5 nursing roles under the NHS Job Evaluation Scheme. This work builds on the publication of updated national nursing and midwifery job role profiles by NHS Employers on behalf of the NHS Staff Council, and associated guidance. The Nursing Band 5 metrics will provide a consistent national picture of implementation progress and outcomes, supporting oversight of the employer-led review process, identification of variation and delivery risks, and targeting support where required. This phase supports the reporting arrangements set out in NHS England's communications to the system.

Through these combined phases, the collection aims to provide greater visibility of job evaluation activity, outcomes and governance across the NHS, helping organisations demonstrate that roles are being evaluated fairly, consistently and in line with national requirements. This will support ongoing assurance of equal pay principles while reducing risks associated with inconsistent application of the Job Evaluation Scheme.