Each factor is broken down into levels and scored individually. The NHS Job Evaluation Handbook gives detailed information on the available levels for each of the 16 factors, organised into three themes; knowledge and skills, responsibilities and effort and environment. The higher the level, the more complex the skill, responsibility or demand.

These scores are added together to produce a total points score for the job. The total points score determines which Agenda for Change pay band the job fits into.

Communication and relationship skills

This factor measures the skills required to communicate, establish and maintain relationships and gain the co-operation of others. It takes account of the skills required to motivate, negotiate, persuade, make presentations, train others, empathise, communicate unpleasant news sensitively and provide counselling and reassurance. It also takes account of difficulties involved in exercising these skills. There are six levels of skill associated with this factor.

Knowledge, training and experience

This factor measures all the forms of knowledge, training and experience required to fulfil the job activities and responsibilities satisfactorily. The level of knowledge, training and experience required for the job should be determined by considering how this is applied in the role rather than how the knowledge was acquired and will include theoretical knowledge; practical knowledge; professional, specialist or technical knowledge; and knowledge of the policies, practices and procedures associated with the job. There are eight levels of skill associated with this factor.

Analytical and judgemental skills

This factor measures the analytical and judgemental skills required to fulfil the job responsibilities satisfactorily. It takes account of requirements for analytical skills to diagnose a problem or illness and understand complex situations or information; and judgemental skills to formulate solutions and recommend or decide on the best course of action/treatment. There are five levels of skill associated with this factor.

Planning and organisational skills

This factor measures the planning and organisational skills required to fulfil the job responsibilities satisfactorily. It takes account of the skills required for activities such as planning or organising clinical or non-clinical services, departments, rotas, meetings, conferences and for strategic planning. It also takes account of the complexity and degree of uncertainty involved in these activities. There are five levels of skill associated with this factor.

Physical skills

This factor measures the physical skills required to fulfil the job duties. It considers hand-eye co-ordination, sensory skills (sight, hearing, touch, taste, smell), dexterity, manipulation, requirements for speed and accuracy, keyboard and driving skills. There are five levels of skill associated with this factor.

Responsibility for patient/client care

This factor measures responsibilities for patient/client care, treatment and therapy. It takes account of the nature of the responsibility and the level of the jobholder's involvement in the provision of care or treatment to patients/clients, including the degree to which the responsibility is shared with others. It also takes account of the responsibility to maintain records of care/treatment/advice/tests. There are eight levels of responsibility associated with this factor.

Responsibility for policy/service development

This factor measures the responsibilities of the job for development and implementation of policy and/or services. It takes account of the nature of the responsibility and the extent and level of the jobholder's contribution to the relevant decision-making process, for instance, making recommendations to decision makers. It also takes account of whether the relevant policies or services relate to a function, department, division, directorate, the whole trust or employing organisation, or wider than this; and the degree to which the responsibility is shared with others. There are six levels of responsibility associated with this factor.

Responsibility for financial and physical resources

This factor measures the responsibilities of the job for financial resources (including cash, budgets, revenues, income generation) and physical assets (including clinical, office and other equipment, tools and instruments; personal possessions of patients/clients or others; goods, produce, stocks and supplies). It takes account of the nature of the responsibility (e.g. careful use, security, maintenance, budgetary and ordering responsibilities); the frequency with which it is exercised; the value of the resources; and the degree to which the responsibility is shared with others. There are six levels of responsibility associated with this factor.

Responsibility for human resources

This factor measures the responsibilities of the job for management, supervision, co-ordination, teaching, training and development of employees, students/trainees and others in an equivalent position. It includes work planning and allocation; checking and evaluating work; undertaking clinical supervision; identifying training needs; developing and/or implementing training programmes; teaching staff, students or trainees; and continuing professional development (CPD). The emphasis is on the nature of the responsibility, rather than the precise numbers of those supervised, co-ordinated, trained or developed. There are six levels of responsibility associated with this factor.

Responsibility for information resources

This factor measures specific responsibilities of the job for information resources (for example computerised, paper-based and information systems, both hardware and software). It takes account of the nature of the responsibility (security, processing and generating information, creation, updating and maintenance of information databases or systems) and the degree to which it is shared with others. There are seven levels of responsibility associated with this factor.

Responsibility for research and development

This factor measures the responsibilities of the job for informal and formal clinical or non-clinical research and development (R&D) activities underpinned by appropriate methodology and documentation, including formal testing or evaluation of drugs, or clinical or non-clinical equipment. It takes into account the nature of the responsibility (initiation, implementation, oversight of research and development activities, whether it is an integral part of the work or research for personal development purposes, and the degree to which it is shared with others). There are six levels of responsibility associated with this factor.

Freedom to act

This factor measures the extent to which the jobholder is required to be accountable for their own actions and those of others, to use their initiative and act independently; and the discretion given to the jobholder to take action. It takes account of any restrictions on the jobholder's freedom to act imposed by, for example, supervisory control; instructions, procedures, practices and policies; professional, technical or occupational codes of practice or other ethical guidelines; the nature or system in which the job operates; the position of the job within the organisation; and the existence of any statutory responsibility for service provision. There are six levels of responsibility associated with this factor.

Physical effort

This factor measures the nature, level, frequency and duration of the physical effort (sustained effort at a similar level or sudden explosive effort) required for the job. It takes account of any circumstances that may affect the degree of effort required, such as working in an awkward position or confined space. There are five levels of demand associated with this factor.

Mental effort

This factor measures the nature, level, frequency and duration of the mental effort required for the job (for example concentration, responding to unpredictable work patterns, interruptions and the need to meet deadlines). There are five levels of demand associated with this factor.

Emotional effort

This factor measures the nature, level, frequency and duration of demands of the emotional effort required to undertake clinical or non-clinical duties that are generally considered to be distressing and/or emotionally demanding. There are four levels of demand associated with this factor.

Working conditions

This factor measures the nature, level, frequency and duration of demands arising from inevitable adverse environmental conditions (such as extreme heat/cold, smells, noise, fumes, and uncontained body fluids) and hazards which are unavoidable (even with the strictest health and safety controls), such as road traffic accidents, spills of harmful chemicals, aggressive behaviour of patients, clients, relatives and carers. There are five levels of demand associated with this factor.