Subscribe

Enter your email address below to receive our latest content via email.

Connect With Us

This feature has not been activated yet. Install and activate the WordPress Popular Posts plugin.

Site Search.

Ucl Pay Framework Agreement

By on December 19, 2020 in Uncategorized

Communication (orally and in writing) Teamwork – Motivation Liaison – Networking Service Delivery Decision Planning – Organising Resources Initiative – Problem Solving Analysis – Research Sensory – Physical Demands Work Environment Pastoral Care – Welfare Team Development Teaching – Learning Support Knowledge – Experience The 14 elements www.ucl.ac.uk/payframework Job Evaluation Process The department or department was assigned one month between October 2004 and March 2005 – A job description must be completed for all positions – these are assessed by a www.ucl.ac.uk/payframework employment evaluation panel. How to do it – What you need to do, www.ucl.ac.uk/payframework complete your JDO (2) – Useful to list your tasks on the last page as a starting point – Use your current job description to identify key tasks – Break down each main task into their components – Use the instructions to help you – Questions are just suggestions, which will help you think analytically – then recapitulating the activity for each relevant element – with a typical example www.ucl.ac.uk/payframework UCL employment evaluation schedule – Employment Assessment from October 2004 to April/May 2005 (approximately 3,500 jobs) – Wage modelling for the new ranking structure New rating Structure and conditions agreed and implemented by August 2005 – Assimilation to a new salary scale – Appeal procedure – negotiated in spring 2005 Early October 2004 End of May 2005 Implementation August 2005 www.ucl.ac.uk/payframework What happens next? The employment evaluation process will continue until April/May 2005 – New wage and salary structures will then be negotiated – UCL has estimated a total of 5.1% of the wage bill for the transfer to the new structure. In addition to the annual increases – UCL has given assurances on the shape of the new structure in negotiations with our unions – You will be informed in writing of your new rank – The aim is to implement the new structure on August 1 2005 www.ucl.ac.uk/payframework the role of the manager – Ensuring that JDOs are completed by the deadline – Checking the JDO – JDO can be strengthened and strengthened on August 1, 2005 as several incumbents Roles – Approve the opening of their duties – Each has a copy of the JDO in sight – All role-holders must approve final JDO-www.ucl.ac.uk/payframework – Consider each of the 14 items carefully and provide a full report on your work – Your ranking ultimately depends on the evidence contained in the JDO – You receive a credit for false evidence awarded – It does not matter who concludes the JDO – the holder of the role or the manager – it must be approved and approved by both – and also, in some cases, the HoD-www.ucl.ac.uk/payframework www.ucl.ac.uk/payframework a real example of a task: to ensure that contracts and agreements meet the needs of JDO Elements users: `Communication ` Liaison ` Networking – Delivery – Delivery – Decision-making Example Response – Liaison – Networking Liaise regularly with suppliers and users to verify that contracts and agreements meet the needs of users. B a continuous improvement process is carried out.

About the Author

About the Author: .

Don't Miss the Next Great Post

If you enjoyed this blog post, subscribe below, and you'll receive an automatic email update when we publish new content.

Comments are closed.

Top