Filling vacancies, development roles for higher band establishment professional roles

Annex C

1. When a vacancy arises within the organisation it is often considered that it is in the best interests of both the Department and individual members of staff to develop a current employee into a role although he/she may not meet the criteria needed to undertake the role at that time.

2. If an individual would be required to undertake a qualification in order to meet the full requirements of the role, it may be that in certain circumstances they should be appointed to a lower pay band. Any appointment should be made by providing equal opportunities through recruitment and selection in open competition.

3. During the period of time that the initial training and development is undertaken the post holder should be employed in a development role which would normally be a band lower than the substantive post. Advice and information on the suitability of appointment to a development role can be obtained from the Joint Job Evaluation Leads.

  • For example, a vacancy exists for highly specialist nurse which is a pay band 7 post. There is requirement for the post holder to have a specialist post registration qualification within the speciality and also to undertake a role at 'Master level' evidenced either by acquisition of a masters or by extensive experience or short courses within the speciality (which will be clearly identified within the job description). Where no staff have the appropriate qualification to fulfill this post a pay band 6 post job description would be written and used for the development period.

4. Following acquisition of the appropriate training and development to meet the foundation level of the substantive post the post holder would automatically progress to the appropriate pay band even though they would be unable to undertake the full role at this stage. Further development and progression through the final gateway would be evidenced by KSF in the usual way.

5. Application of this process is only suitable where there is a considerable difference between the level of Knowledge, Training and Experience Factors of the appointee and the job description of the establishment position equivalent to at least 2 factor levels as measured utilising the NHS Job Evaluation Scheme. This is not appropriate where the step of knowledge required to fulfill the ‘fullness of the role’ equates to 1 factor level which is common practice.

  • For example, a vacancy arises for an Occupational Therapist Technical Instructor pay band 3. This full role requires an NVQ level III. The post is filled by someone who does not have this qualification. This appointment should be at pay band 3 – the appointee would be expected to undertake NVQ III in order to meet the full requirements of the role and to progress through the final gateway.

6. Staff recruited to these roles will receive an offer letter and contract clearly defining the nature of the development role and its progression, including the time period for completion of the appropriate training development (which will include attaining qualification) clearly stated including arrangements in the event of failure to achieve the required qualifications for appointment to the higher band post.