Dates and frequency of data collection

Trust data will be collected using the online Data Collection Framework (DCF) system.

Trusts will be able to use the DCF to report all data and will be invited to join by email. If you have not received an email or have any issues with accessing the DCF you can contact the DCF team for support. 

Job evaluation KPI data will be required to be submitted quarterly, with submission windows opening on 1 October (for quarter 2 data), 1 January (for quarter 3 data), 1 April (for quarter 4 data) and 1 July (for quarter 1 data).

The collection will open on the 1st of the month following the end of the quarter data is being submitted for. Trusts will be required to submit data no later than 3 weeks (15 working days) after the quarter ends.

For example, the collection will open 1 October 2026, and will close 21 October 2026. The following data collection will open 1 January 2027 and will close 22 January 2027.

The Assessment of JE Practices Audit is an annual collection, beginning in April 2026; with the next cycle scheduled for April 2027.

Phase 3: Agenda for Change Job Evaluation data collection

Data from the AfC wide job evaluation collection will be made available via a dashboard, offering various data views (for example national, regional, organisational). Access will be granted to key external stakeholders, including DHSC, NHS Employers and NHS Staff Council representatives (both employer and staff side), and Regional Social Partnership Forums.

While boards remain ultimately accountable for compliance with job evaluation processes, NHS England Regional Workforce Directors will oversee this activity informed by the dashboard with a focus on 3 key areas:

1. Job evaluation processes
2. Monitoring the impact of the updated nursing and midwifery profiles.
3. Job evaluation related intelligence which could have a material impact on activities 1 and 2.

This oversight is not about performance managing organisations or duplicating local governance but will focus on:

• using the JE dashboard to flag potential outliers using data and local intelligence
• engagement with Regional Social Partnership Forums to enhance JE assurance and accountability
• direct engagement with trusts (for example CPOs/CNOs/CFOs), where required, to check progress and escalate where further support or targeted intervention may be needed
• ensuring that legal obligations under Equalities Legislation:  The Public Sector Equality Duty and Equal Pay for work of Equal value is understood and embedded within job evaluation processes.
• encouraging regional collaboration, learning, and best practice sharing across systems
• connecting with wider regional leadership (for example nursing, finance) where relevant

Data from the Band 5 Nursing job evaluation collection will be made available via a dashboard, offering various data views (for example national, regional, organisational). Access will be for internal stakeholders, with limited aggregated reporting provided to key external stakeholders.

While boards remain ultimately accountable for compliance with job evaluation processes, NHS England National and Regional Nursing and Workforce Directors will oversee this activity informed by the dashboard to support monitoring and assurance processes as part of the Band 5 Nursing Job Evaluation programme.