Frequently asked questions

Job evaluation is a process that seeks to objectively compare, for the purpose of pay, how demanding jobs are compared to each other. It does this by breaking jobs down into common components based on tasks, responsibilities, physical effort and working conditions, plus, the education required to work in a role. These components are called factors. 

Job evaluation schemes vary across organisations. The majority of the dietetic workforce continue to pre-dominantly work within the NHS, and as such, they will be evaluated under the NHS Job Evaluation Scheme. 

The NHS job evaluation scheme, which was introduced in 2004, has thirteen factors including ‘Planning and Organisation’, 'Responsibility for Human Resources’ and ‘Physical Effort’. Each of these is assigned points, with some factors given more weight than others (because they are deemed to be more significant in determining how demanding a job is). The total points a job scores across all factors determines (compared to another role) how it is graded in the NHS. 

The aim of the NHS Job Evaluation scheme is to: 

• ensure job descriptions and person specifications are up to date and accurately reflect the demands of a post 

• match jobs against national job profiles 

• evaluate jobs in accordance with the guidance using the job analysis questionnaire, job analysis interview and evaluation panels 

• ensure pay structures are consistent and do not unfairly discriminate employees or staff groups. 

It is important to note that the NHS job evaluation scheme only applies to roles within the NHS, or roles contracted via the NHS. It does not apply to the independent sector, where there will be a different set of factors to evaluate roles. 

Job evaluation and capability frameworks are different. They have different purposes and objectives and measure different things. 

The BDA Dietetic Career Framework is designed to set out the expected capabilities that members of the dietetic workforce require at each level of practice to perform their roles safely and effectively; as well as assisting them to develop their careers. 

The Framework has four pillars of practice and does not include all the elements the NHS job evaluation scheme has. For example, ‘Physical Effort’ is not covered because that is not a capability. The Framework also does not weight capabilities – as all are equally important to acquire in order to be proficient in achieving a level of practice. The Framework also focuses on the individual, identifying areas where they may need to develop. Job evaluation focuses on the post and assumes that the post holder is fully competent. It is also important to emphasise that job evaluation does not link to how well an individual performs in a role.

The Framework and NHS job evaluation, then, should be seen as separate. It is quite possible for a member of the dietetic workforce to be meeting each capability within a level of practice, but not be graded at a particular pay band for that level, due to, for example, the physical skills they require or because they do not have responsibility for Human or Information Resources. 

If you have any questions or concerns relating to your current pay grade e.g., you believe you have been incorrectly banded, or your job role has changed significantly since you were first employed, then you should first speak to your manager or service lead. 

If there is agreement, then a re-match or re-evaluation of the post needs to be carried out. This requires an amended job description, or agreed evidence showing the skills and responsibilities that have changed. This should also include details of the changed job demands which details the change in factor levels. For this reason, it is important that job descriptions are kept up to date with any changes, whether deemed significant or not. 

It is important to note that whilst you can submit for re-evaluation, your role may remain in the same band, or it could go up or down a band. 

Full details of the job evaluation process for NHS roles can be found here. If you work outside the NHS, you should speak to your employer for further advice and guidance. If you are a BDA member and have any questions or concerns regarding job evaluation, you can speak to a member of the BDA Trade Union team.

Members of the DSW, can work alone with service users, within the scope of their role. At all levels they must only be completing tasks within their individual scope of practice, which means they have received the appropriate training and education, and have been signed off as competent.

All staff must be aware of the lone working policies in place within their organisation.

All organisations must have clear and appropriate escalation plans in place for tasks or activities the DSW are undertaking alone, should an issue or concern arise. All staff should have an understanding, and awareness of these. This is of particular importance for the DSW at band 3 and above, who will undertake direct service user care within their role.

This will depend on the activity or task they are undertaking; the BDA Roles and Responsibilities guidance provides additional support and advice on this topic.

Members of the DSW at band 3 and above can work unsupervised, providing direct service user care, on tasks that are within the scope of their role, and within their individual scope of practice. This means they they have had appropriate training and education, and are competent to perform the tasks they are undertaking. They should be working within clear protocols or procedurces which have been written and agreed by registered healthcare professionals.

All staff should be aware of the local escalation protocols should they find themselves in a situation which is outside the scope of their role, or their scope of practice and the support of a registered healthcare professional be required. 

To undertake a delegated role or responsibility, appropriate training must be provided, and competency must be demonstrated prior to undertaking the activity. Written evidence of this is needed, whether that is in the form of a formal competence, or documentation following a supervisory session including details of the training provided and competency achieved. Members of the DSW should not undertake an activity without the necessary relevant training to ensure safe and legal practice, protecting themselves and their service users.  

When starting a role or taking on a new activity which involves direct service user care, a competency framework should be provided, outlining the required knowledge, skills and behaviours. A supervising dietitian or other registered healthcare professional (where appropriate) is responsible for supporting and signing off these competencies. Examples of competencies can be found in the BDA Accountability and Delegation guidance. 

For activities which do not involve direct service user care, a standard operating procedure (SOP) should be in place. This should detail the step-by-step instructions of how to carry out the activity or task. In these circumstances, it is still important to observe and confirm that an individual understands and can complete the instructions competently.

When starting a role or taking on a new activity which involves direct service user care, a competency framework should be provided, outlining the required knowledge, skills and behaviours. A supervising dietitian or other registered healthcare professional (where appropriate) is responsible for supporting and signing off these competencies. Examples of competencies can be found in the BDA Accountability and Delegation guidance. 

For activities which do not involve direct service user care, a standard operating procedure (SOP) should be in place. This should detail the step-by-step instructions of how to carry out the activity or task. In these circumstances, it is still important to observe and confirm that an individual understands and can complete the instructions safely and effectively. 

To be assessed as competent, they must demonstrate their ability to perform the task correctly and consistently on observation. Depending on the complexity of the task, the registered healthcare professional may want to observe an individual performing the task on multiple occasions and if appropriate in different situations/settings. The DSW should be supported in recording their competence for specific tasks. Competence should be reviewed, ideally on an annual basis.

Examples of DSW competency documentation can be found in the BDA Accountability and Delegation guidance.

A registered health care professional must assess competence. The registered healthcare professional must feel confident and competent to undertake the task they are assessing competence for.

You should refer to the BDA Accountability and Delegation guidance for additional advice and support.

The DSW are well placed to support learners during PBL. They can do so by demonstrating and explaining activities within the scope of their role, and within their individual scope of practice. They may also assist departments with the organisation of PBL including time table planning, and inductions.

They should not be assessing or signing off the competency of a learner (student). This should only be undertaken by a registered healthcare professional.

We recommend that any staff members, including the DSW, who support learners during PBL, undertake the PBL training which is often provided by local Higher Education Institutes (HEIs). Additionally, Health Education England (HEE) has developed an e-Learning programme available to members of the support workforce, to provide training to develop their understanding of student education and develop their skills in supporting students and educators within their teams. More information on this programme can be found here.