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

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

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

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Support from the organisation and line managers to enable JE practitioners to fully engage in the process and maintain their skills. This is facilitated by the JEG secretariat and the organisations will be expected to provide a venue, resources and pay practitioners expenses. It also includes communications with people with strong opposing views and objectives where the message needs to be understood and accepted, e. Job evaluation does not in itself achieve service improvement but the process may assist in the identification and development of new roles, and it is necessary to ensure that new posts are slotted into the organisational structure at the correct level.

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.This document sets out the full terms and conditions of service (TCS) for staff on Agenda for Change contracts. The job evaluation results database was used to test various scoring and weighting options considered by a joint JSG/JEWP group. The Job Evaluation Handbook contains all the guidance on interpreting and applying the AfC JE scheme and profiles, which have been developed nationally and approved by the executive on behalf of Staff Council.

There needs to be a partnership agreement to establish the necessary protocols and procedures that will apply to the ongoing use of the NHS JE Scheme and the protection of equality and fairness within the new pay structure.

It is important that all long-term and temporary solutions to existing capacity issues are discussed in partnership. Highly sensitive (Levels 5a and 6) refers to situations where the communication topic is extremely delicate or sensitive e. Use of third-party consultants - this is unlikely, in the longer-term, to support local organisations to develop sound and comprehensive internal processes. Expertise within a specialism (Level 5) normally requires degree level, Honours degree, Vocational Qualifications level 6 or an equivalent level of knowledge.



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