District nurses: a job evaluation success story

“Equal pay for equal work,” says Barbara Sweeney, Senior Officer in RCN Scotland. “Your pay should reflect the responsibility, knowledge and skills that you require to do that work.”

Barbara supported members who entered a job evaluation dispute with NHS Greater Glasgow and Clyde (GGC).

This centred on the health board’s failure to follow the Scotland-wide job evaluation process and to review a job description that had been agreed between a group of district nurses and their line manger back in 2023. The nurses were being paid at band 6 but felt that given the requirements of the role, as set out in the agreed job description, they should be paid at band 7.

One united voice is louder than many voices

“The demands on district nursing are high,” she says. “They were feeling very demoralised at the start of this process – but their anger was ignited.”

Using key organising and negotiation skills, while being supported by RCN Scotland officers, members successfully won their case.

“They feel much happier and a lot more valued in the role they do now,” says Barbara. “The fact they're getting their back pay will impact them in so many ways.

“It was a fantastic result.”

It’s important for all members to be aware of the job evaluation process and what their rights are – and what the RCN can do to support them.

What is job evaluation?

Job evaluation is the process for assessing jobs against several demands to determine the pay banding for the job. As part of the process, the outcome will look at the consistency of outcomes, comparing to other roles across the organisation. It’s designed to ensure the NHS can meet equal pay legislation, ensuring its staff are rewarded fairly and equitably.

As the nursing profession has evolved, job descriptions and pay haven’t kept up, as these changes haven’t properly been re-evaluated through the process.

Nursing staff have taken on more responsibility, but they often aren’t seeing this reflected in their pay packets. Short staffing and other NHS pressures have exacerbated this.

Find out more here.

How they got here

A local RCN rep raised concerns about the district nursing members in GGC, having reached an impasse with the health board over job evaluation discussions.

The local RCN Employment Relations team stepped up their support; this is when Barbara became involved.

“District nurses are working across the whole of the health board and while the majority are RCN members, we knew this had to be a team effort for the RCN, working collectively with the other unions,” she says. The RCN worked with the other unions at the board representing some of the nurses to create a collective campaign.

“One united voice is louder than many voices, especially when we're all saying the same thing.”

Stronger together

The RCN and trade union peers wrote to the health board to enter a formal trade dispute. This brought them back around the table.

“However, they still continued to put blockers in our way,” says Barbara. “We were concerned that what they were asking for would create a two-tier district nursing service.”

Members argued that, given the autonomy of their role and that they're required to hold the Specialist Practitioner Qualification (SPQ) in district nursing, they're operating at a band 7 level.

We marched around the building

Despite the hurdles, the team pushed on.

“Because the district nurses were so well organised and engaged, it made it a lot easier for us,” says Barbara. “After we raised the formal dispute, we then held a demonstration outside the board headquarters.”

District nurses marched outside the health board’s offices to express their frustration and determination.

“It was really good to see the group coming together and to have the opportunity to let the GGC board know how frustrated they were. We marched around the building and as we came around to the window where the board meeting was being held, somebody actually closed the blinds.”

But that only fanned the flames, and the members then moved on to consider industrial action.

Industrial action

Following overwhelming support in an indicative ballot, RCN Scotland took the legal steps to attain a mandate for industrial action – which included strike action. The statutory ballot saw 99% of eligible members support industrial action.

“This demonstrated their strength of feeling,” says Barbara. “And it’s amazing, when faced with the reality of strike action, all of a sudden people want to sit around the table and seek a solution.”

• Read next: What does the review of band 5 NHS nursing roles in England actually mean?

The health board took forward the job evaluation, and the outcome was for 130 district nurses with the SPQ to be re-banded to a band 7.

“We were confident all the way through that we would win,” says Barbara. “Some of our members will receive a significant sum in back pay.

“Needless to say, they were absolutely delighted.”

The RCN’s trade dispute with NHS GGC will remain active until all members have been re-banded and received the backpay owed.

Looking to the future

The RCN successfully supported their members' campaign and helped them achieve re-banding, increased pay and backdated pay.

“There was a general feeling from members of being undervalued and not recognised,” says Barbara.

“District nurses bring knowledge, skills and professionalism to their roles. They’re a vital component of community teams, working autonomously. They're managing and delegating, dealing with very complex caseloads and individuals who require substantive care.”

Barbara urges any member who thinks they might need a job evaluation to look into it.

How do I know if I need a job evaluation?

The RCN has a useful checklist to help you find out if a job evaluation is for you.

No matter your level, if you feel your role has changed significantly since you started, you can ask for a job evaluation – and the RCN will support you.