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

Product Information

In the specialist area and with practitioners from own or another profession who are experienced in this area. The post requires physical skills which are normally obtained through practice over a period of time or during practical training e.g. standard driving or keyboard skills, use of some tools and types of equipment.

Level 4 – procedures and practices, the majority of which are non-routine – applies to jobs requiring knowledge of all the relevant administrative procedures, plus knowledge of how to deal with a range of non-routine activities, such as work allocation, problem solving for a team or area of work, as well as answering queries and progress chasing, developing alternative or additional procedures.Having conducted a jobs audit, the next step is to design a common job structure. Consideration will need to be made as to how the organisation should be structured to meet its future needs and objectives. This could involve significant changes to some of the jobs and structures which operated in the legacy organisations. The exercise should be undertaken, even if significant changes are not anticipated for most jobs. d. Testing of draft factor plan. A benchmark sample of around 200 jobs was drawn up, with two or three individuals being selected for each job to complete a more specific factor-based questionnaire, helped by trained job analysts, to ensure that the information provided was accurate and comprehensive. Judgements involving complex facts or situations, which require the analysis, interpretation and comparison of a range of options.

ensure job descriptions and person specifications are up to date and accurately reflect the demands of the post (see chapter 10) work rated as equivalent under a job evaluation scheme’ (only ancillary workers in the health service were covered by job evaluation) it had little impact elsewhere in the health service. This procedure should be used where a new role to the service has been created and there is no post holder in post.All jobholders should have had up-to-date and accurate job descriptions for the initial AfC implementation, but some may already be out of date and some of the formats may not be useful for other purposes. This is an opportunity to view the organisation’s job description format and for any out of date job descriptions to be brought up to date. It will not only assist and inform this stage of the exercise but also serve as preparation for matching and/or evaluating of new and changed jobs. implement the new common job structure and then undertake AfC matching and evaluation of new or changed jobs, or