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The Employer's Handbook: An Essential Guide to Employment Law Personnel Policies and Procedures

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A possible barrier to progress is the use of legacy organisations’ terminology eg using the same term for different concepts and different terms for the same concept. Chapters six, seven and eight have information on the weighting and scoring of the scheme and the band ranges.

c. Consistency checking should take place during the post-merger matching/evaluations in exactly the same way as in the original exercise. However, implementing a new job structure can be very time consuming, leaving the organisation vulnerable to equal pay claims if there are any significant inconsistencies in banding. The difference is in the range of procedures and, in consequence, the length of time it takes to acquire knowledge of the relevant procedures. They replaced the traditional collective bargaining approach, which was considered to have delivered unsatisfactory pay levels for some key public sector groups, but had no remit to compare pay from one group to another (even among their remit groups).

Information required for matching, which is not usually included in job descriptions of person specifications (for example, in relation to the effort and environment factors) can be collected by other means, for instance, by short questionnaire or through oral evidence. The following notes are intended to assist evaluation and matching panel members to achieve accurate and consistent outcomes. A single job evaluation scheme to cover all jobs in the health service to support a review of pay and all other terms and conditions for NHS employees. Some job descriptions may not be clear on the level of knowledge, training and experience required, but it is the panel’s duty to find out by asking further questions.

Base level of theoretical knowledge (Level 3) equates to NVQ level 3, Vocational Qualifications level 3, GCE AS and A level, Baccalaureate Qualification Advanced or equivalent level of knowledge. Chapter nine explains the development and use of national job profiles and chapter ten gives the NHS Staff Council advice on job descriptions and Agenda for Change (AfC).NHS Employers, on behalf of the NHS Staff Council, provide a variety of training courses using the latest training materials and national job evaluation trainers. A sufficiently large number of factors to ensure that all significant job features can be measured fairly. Jobs with a specific requirement to communicate in a language other than English, which would otherwise score at Level 2 will score at Level 3. g. assessment of specialist clinical conditions, analysis of complex financial trends, investigating and assessing serious disciplinary cases. It is crucial that panels are satisfied they have taken into account all information set out in the job description, person specification and any additional information, for example, organisational chart.

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