Pre-Agenda for Change Grading Guidance
29 March 2004
This Grading Guidance Replaces Appendix B of AL(SP) 3/90
1. 1.1 This agreement concerns the grades available to employing
authorities for use in departments and specialisms where assistant
psychologists, clinical psychology trainees or clinical
psychologists are required.
1.2 It is for employing authorities to determine, according to
their management arrangements and the service being provided, the
number of posts required and the grading of those posts within the
grades available.
1.3 The grades are named for administrative and pay purposes.
Employing authorities should use locally preferred titles to
reflect the duties and responsibilities of posts.
2. 2.1 Staff should be placed on an incremental scale point
available within the grade on the clinical psychologists' salary
spine.
2.2 Selection of salary scale appropriate to each post in the main
professional grade is at the discretion of employing authorities
having taken appropriate advice, including advice from within the
profession of clinical psychology.
3. 3.1 The guidance given below is intended for general
application. The contribution required to be provided by the
clinical psychologist will dictate the precise use of the scales
available. In determining the scale applicable in each case the
overriding consideration is that the responsibilities of a post
must be commensurate with the scale assigned to it. Employing
authorities should take into account the level of the grading
factors set out in paragraph 7 below required to be exercised in
the post, as well as the guidance in paragraphs 8 and 9 below.
Employing authorities should obtain professional advice before
creating any post at grade A or B. Advice on posts graded A could
be given by a grade B in the relevant speciality. Advice on grade B
posts should be given by a national assessor.
4. 4.1 A graduate with an approved degree in psychology who is
qualified for the graduate basis for registration as a chartered
psychologist.
4.2 A psychologist in this grade will be employed to perform
prescribed psychological tasks within a department of clinical
psychology. It is not a training grade. Such a psychologist should
not be appointed or employed without the supervision of a qualified
clinical psychologist.
4.3 No one may normally be employed in this grade for more than 3
years (whole time equivalent) without approval of the Joint
Secretaries.
4.4 An assistant psychologist will be paid on a scale between
points 12 and 16 inclusive on the clinical psychologists' pay
spine. Employing authorities may initially appoint at any point on
that scale.
5.
5.1 A psychologist who has the Graduate Basis for Registration of
the British Psychological Society, who is participating in an
approved course of training or meeting training requirements laid
down by the Board of Examiners of the British Psychological
society
who is working under the supervision of a qualified clinical
psychologist who has at least two years whole time equivalent post
qualification experience.
5.2 A psychologist who has the Graduate Basis for Registration of
the British Psychological Society, who has successfully completed
either a post-graduate course in educational psychology approved by
the British Psychological Society or a post-graduate course in
another relevant field of applied psychology as approved by the
Committee for the Scrutiny of Individual Qualifications
(CSICQ),
who has worked in those fields after qualification for less than
the equivalent of two years whole time,
who is meeting the training requirements laid down by the Board of
Examiners of the British Psychological Society
who is working under the supervision of a qualified clinical
psychologist who has at least two years whole time equivalent
post-qualification experience.
5.3 A trainee clinical psychologist will be paid at any point
between point 17 and point 20 of the pay Spine. This will also
apply from September 1993 to a trainee who, following a two-year
training course, is completing their training by working for a
third year under supervision. Relevant experience should be taken
into account when assigning starting salary.
6. Posts above Trainee level can only be filled by qualified
clinical psychologists, who have successfully completed a course of
training of at least two years' duration, or three years duration
from September 1993, approved by the Whitley Council or who hold
the BPS Diploma in Clinical Psychology, or who hold a statement of
equivalence issued by the British Psychological Society.
7. 7.1 Job descriptions must be used as a basis for determining
grading of each post and they should be agreed with staff in post
before posts are regraded. Each post shall be considered
individually and reviewed as necessary. Within each grade it is for
the employing authority to decide the appropriate pay scale or
discretionary point for each post. The following factors must be
taken into account in drawing up job descriptions. Each job should
be considered individually. The list is not exhaustive and is not
intended to be prescriptive:
7.1 (a) the size, complexity, range and level of the service
managed or individually provided;
7.1 (b) the level of any specialist experience required;
7.1 (c) the extent to which the post carries duties outside the
particular discipline, department or employing authority which may
include wider management or planning duties or professional
advisory roles;
7.1 (d) the extent to which the post carries responsibility for
research, evaluation and development, or direction of those
functions;
7.1 (e) the extent to which the post carries responsibility for
teaching, training, clinical supervision of trainee clinical
psychologists and other healthcare staff, or direction of those
functions;
7.1 (f) the extent to which the post carries responsibility for
providing clinical advice, interpretation or action;
7.1 (g) the extent of responsibility for resource management,
planning or policy making.
8. 8.1 (a) This is the main professional grade and is available for
clinical psychologists who have, prior to September 1993:
successfully completed an approved course of training of at least
two years' duration;
been awarded the BPS Diploma in Clinical Psychology;
been issued with a statement from the British Psychological Society
certifying that their training matches the requirements of British
training (a "Statement of Equivalence").
From September 1993 entrants to Grade A will be required to have
gained the qualifications and experience required for registration
as a chartered clinical psychologist.
8.1 who has successfully completed either a post-graduate course in
educational psychology approved by the British Psychological
Society or a post-graduate course in another relevant field of
applied psychology as approved by the Committee for the Scrutiny of
Individual Clinical Qualifications (CSICQ),
who has worked in those fields after qualification for a minimum of
two years (having worked for an average of 6 sessions or more a
week during this period; 5 or less sessions being treated pro rata)
shall also be eligible to take a grade A clinical psychology post,
on a probationary basis, while meeting the training requirements
laid down by the Board of Examiners of the British Psychological
Society. Entry into Grade A on a permanent basis will depend on the
psychologist meeting all the training requirements laid down by the
British Psychological Society.
8.1 (c) It will be a requirement for entry into a post in the grade
that a post is available and that an assessor review the
qualifications of the individual under consideration as part of the
appointment procedure.
8.2 The postholder will be paid on an individual scale which will
consist of any three consecutive spine points within the 22 point
range allocated to the grade. Guidance on allocation to salary
scales is as follows:
8.2 (a) A clinical psychologist is in a post which has been
designed to provide a range of suitable experience in preparation
for work at a higher level. A recently qualified clinical
psychologists will remain at this level until (s)he is assessed as
being capable of undertaking the duties at a higher level. The
postholder must have available the support and guidance of a
psychologist at a higher level within this grade or in Grade B. The
person providing this support and guidance need not work in the
same clinical setting, but must be in a position from which it is
possible to offer this effectively. Relevant experience should be
taken into account when assigning starting salary.
8.2 (b) A clinical psychologist may not undertake supervision of
trainee clinical psychologists unless they have at least two years
whole time equivalent post qualification experience.
8.2 (c) A clinical psychologist may not undertake support and
guidance of clinical psychologists at grade A points 20-24.
8.2 (d) A clinical psychologist is not expected to be responsible
for making systematic service provision but is expected to be
responsible for providing a service.
8.2 (e) It is expected that a clinical psychologist will still be
gaining wider relevant experience, which may include further post
qualification training.
8.2 (f) A clinical psychologist is not expected ~o be responsible
for a largely autonomous and systematic service provision within a
section of the service or department delegated to them.
8.2 (g) A clinical psychologist is not expected to be responsible
for an entirely autonomous and systematic service provision within
a section of the service or department delegated to them. The
responsibilities of a clinical psychologist below this point should
not include identifying service priorities and initiating
developments within the section.
8.2 (h) A clinical psychologist is expected to be responsible for
an entirely autonomous and systematic service provision within a
section of the service or department delegated to them. The range
of responsibilities may include identifying service priorities and
initiating developments within the section.
This guidance must be used in conjunction with paragraph 7 above,
and is not intended to be prescriptive.
9. 9.1 A qualified clinical psychologist Grade B will normally have
substantial experience as a qualified clinical psychologist before
moving into the grade. Psychologists who have successfully
completed a course in educational psychology or relevant other
professional applied psychology discipline and who wish to transfer
to clinical psychology may be considered for a grade B post
provided they already hold the British Psychological Society
Diploma or have been issued by the BPS with a "Statement of
Equivalence". Appointment as a qualified clinical psychologist
grade B will normally be by open competition. It will be a
requirement for entry into the grade that the experience,
qualifications and performance of the individual under
consideration are appropriately assessed. The employing authority
may appoint to any point on the pay scale and there are five
discretionary points which may be used as appropriate.
9.2 A qualified clinical psychologist Grade B must be in a post
which requires the postholder to make a systematic provision of
services within a District or Department and to advise management
on the level of resources required and other matters; OR to provide
a clinical service which requires a demonstrated capacity to make
professional developments through teaching, research or service
development and evaluation.
9.3 The postholder will be:
9.3 (a) a clinical psychologist occupying a post which carries
responsibility for a major part, or the whole of a large clinical
psychology service or department. Such responsibility may include
responsibility for the provision of clinical psychology services
for the whole of an employing authority, or regional specialities,
and responsibility for staff who are not clinical
psychologists;
AND/OR
9.3 (b) a clinical psychologist required to provide a service o an
exceptionally high level of expertise, in any speciality, who may
also be expected to be a significant resource to the wider
healthcare system, without the level of managerial responsibility
outlined in 9.3 (a) above;
OR
9.3 (c) a clinical psychologist occupying a post in which the major
responsibility of the post is: to run an approved clinical
psychology training course (Head of an in-service training course);
or to run the health service component of a recognised university
post graduate clinical psychology course; or to run courses of
advanced or post-basic teaching and training of other
professions;
OR
9.3 (d) a clinical psychologist who does not have the managerial
responsibility specified above who has made and is continuing to
make a recognised distinguished contribution to the furtherance and
practice of clinical psychology. Such an appointment is subject to
the prior approval of the Joint Secretaries.
9.4 Five salary increments are available above the top of the
qualified clinical psychologist higher grade scale, to be awarded
at the discretion of the employing authority, to recognise, for
example, the magnitude of the population served and/or the
provision of a highly specialised service on a supra-District,
Regional or supra-Regional scale. These points are also available,
with the prior approval of the Joint Secretaries, in recognition of
an exceptionally distinguished contribution to the furtherance of
clinical psychology or of practice in the field. If a decision is
made to use these points, the minimum and maximum of the individual
scale would be advanced by the number of points it is decided to
award, and the position on the spine of a clinical psychologist in-
such a post would be advanced by the same number of points. Except
in cases graded under 9.3 (d) above, this type of scale advancement
would be at the discretion of the employing authority and is not to
be used for personal merit or individual performance in a
post.
End of Appendix D
"Paragraph PTA 7020 is cancelled with effect from the date of this
Advance Letter. Psychologists already appointed to clinical
psychologist posts under the terms of paragraph 7020 of the PTA
handbook shall continue to be employed as clinical
psychologists."
Paragraph 8.1(b) of Appendix D to AL(SP)4/92 is amended to read as
follows:
"8.1 (b) A psychologist - who has successfully completed either a
postgraduate course in educational psychology approved by the
British Psychological Society (BPS) or a postgraduate course also
approved by the BPS in another relevant field of applied
psychology, or a qualification in clinical psychology or applied
psychology gained overseas, as approved by the Committee for the
Scrutiny of Individual Qualifications (CSICQ); and
- who has worked in these fields after qualification for a minimum
of two years (having worked for an average of 6 sessions or more a
week during this period, 5 or less sessions being treated
pro-rata);
- shall also be eligible to take a Grade A clinical psychology
post, on a probationary basis, while meeting the training
requirements by the Board of Examiners of the BPS. Entry into Grade
A on a substantive basis will depend upon the psychologist meeting
the relevant requirements set out in paragraph 8.1(a) above."
USE OF ASSESSORS
THE ROLE OF ASSESSORS IN GRADING AND
APPOINTMENT PROCEDURES
1. Assessors should always come from outside the
appointing employing authority and those who are NHS employees
should be on salary scales higher than, or exceptionally equivalent
to, that of the post to be filled. All assessors should of course
be chosen having regard to their experience and knowledge in
reference to the post to be filled. In addition to the following
major roles they have a preliminary role in advising, in the light
of the job description, on the correct grading of a post prior to
advertisement.
a. Primary Role. The primary role of the assessors in short-listing
and at a final selection interview is that through their experience
and knowledge they will be able to advise the employing authority
as to which candidates could undertake the duties of the post
satisfactorily. They will be able to bring to the employing
authority information about standards on a wider scale: for
example, they will often be able to advise how applicants for a
particular post compare generally with psychologists occupying
similar posts elsewhere, and whether, if there has been a
disappointing response, readvertisement could be expected to
produce a better field. At the interview the assessor can be
particularly valuable in guiding the questioning in such a way that
the candidate is able to present to the selection panel an
effective picture of his/her competence and the relevance of
his/her qualifications, training and experience to the requirements
of the post. Where there are two assessors it may be found
convenient to arrange for one to open the questioning and the other
to close it. In this way the assessors may most conveniently set
the scene and clear any outstanding inconsistencies, confusion or
gaps that may have developed. The assessor may also be required to
conduct a review of the candidates' specific expertise where there
is a considerable specialised activity involved in the
responsibilities of the post concerned.
b. Secondary Role. In addition to the primary role described above
the assessor may be asked by the employing authority to advise on
which one of those considered suitable would be the best candidate
for the post. This is not an essential part of the assessor's
function and in some cases it may not be appropriate for him/her to
express an opinion. Assessors should not have votes.
2. Where specified below, the assessors must be drawn from the
national lists of assessors (held by the Health Departments) in the
appropriate speciality; in selecting assessors the advice of the
speciality adviser in the relevant section of the national
assessors list should be sought.
COMPOSITION OF INTERVEWING PANELS FOR CLINICAL
PSYCHOLOGISTS POSTS
3. For trainee posts, the selection panel should
include both the Head of the training course (or their nominee) and
a representative of the clinical supervisors associated with the
course.
4. For posts in the main professional grade, Grade A, pay points 25
to 32 the selection panel may include an assessor, who must be
graded A pay point 33 or above, from outside the employing
authority.
5. For posts in the main professional grade, Grade A, on pay point
33 or above, the shortlisting and selection panel should include an
assessor, who may either I) be from the relevant section of the
national assessors list or ii) be a higher grade psychologist in
that speciality from outside the region**, or iii) exceptionally by
agreement with the relevant speciality adviser from the national
list, e a Grade A psychologist above point 33 from outside the
region**.
6. For posts in the higher grade, Grade B, the shortlisting and
selection panel must include two assessors, who should both be from
the relevant section of the national assessors list.
7. Selection panels should normally include the immediate superior
clinical psychologist, or the District Head or Adviser, or Head of
Department. Where the appointment has close associations with a
University or other Institute of Higher Education, an additional
member from the institution should be invited. Additional members
appointment panels may be invited as needed, and may include
medical members, and general managers for more senior posts.
2. CLINICAL PSYCHOLOGISTS
The introduction of the new grading structure for
clinical psychologists in 1990, together with more flexible rules
for entry into the grade, made it particularly important for
employers, in the interests of maintaining high professional
standards, to use assessors when making clinical psychologist
appointments as indicated in this guidance, using national
assessors for all grade B posts.
To assist employers in this, Annex III of Advance Letter (SP)3/90
contained guidance on the use of assessors and the composition of
appointment panels for clinical psychologist posts. The guidance
took account of Department of Health professional advice and it was
subsequently revised to take account of feedback from the service.
For ease of reference, it is again being issued with this 1994 list
of assessors in clinical psychology.
2.1 Composition of Appointment Panels for Clinical
Psychologist posts
Shortlisting and interviewing panels should
comprise, apart from appropriate health authority personnel, the
following:
i. for trainee posts, the selection panel should include both the
head of the training course (or their nominee) and a representative
of the clinical supervisors associated with the course;
ii. for posts in the main professional grade (grade A) which is
covered by pay points 25 to 32, assessors (who must be graded at
pay point 33 or above) may be brought in at the discretion of the
employing authority, although it is recommended that there would be
benefit in seeking
their advice;
iii. for posts in the main professional grade (grade A) on pay
point 33 or above, the shortlisting and selection panel should
include one assessor who may either be:
- from the relevant section of the national assessors list;
or
- a higher grade psychologist in that speciality from outside the
region**; or
- exceptionally, by agreement with the relevant speciality adviser
from the national list, be a grade A psychologist above point 33
from outside the region**;
iv. for posts in the higher grade (grade B) the shortlisting and
selection panel must include two assessors, at least one of whom
should come from outside the region** where the appointment is
being made. At least one assessor should be selected from the
speciality relevant to the appointment being made, but the other
assessor may come from another speciality. Assessors for posts with
mixed responsibilities should be selected to reflect those
responsibilities;
v. selection panels should normally include the immediate superior
clinical psychologist, or the district head or adviser, or head of
department. Where the appointment has close associations with a
university or other institute of higher education, an additional
member from the institution should be invited to sit on the
panel.
2.3 How to use the National Assessors list for the
appointment of Clinical Psychologists
Individual Assessors are listed under their
speciality; for each speciality, advisers are marked *. These
advisers may be approached by employers for advice on the most
appropriate assessors for particular appointments. They are not
expected to act as assessors any more than other assessors listed.
Personnel officers are encouraged to approach assessors as soon as
possible after the decision to advertise a post has been
made.
Two national assessors are required for grade B posts. At least one
assessor should come from outside the region** where the
appointment is being made. At least one should be selected from the
speciality relevant to the appointment being made, but the other
assessor may come from another speciality. Assessors for posts with
mixed responsibilities should be selected to reflect those
responsibilities.
**region is interpreted by the lead assessors as a need to ensure
lack of bias and independence on the part of assessors when
providing advice
