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

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Temporary solutions should be time-limited with clear measurable goals, which draw on the minimum amount of external support needed to build internal capacity. in the specialist area and to a clear and substantial programme of knowledge development, e.g. rotating and actively participating in all aspects of the specialist work, attending appropriate study days and short courses, undertaking extended self-study.

Straightforward tasks, activities or programmes (level 2) means several tasks, activities or programmes, which are individually uncomplicated such as arranging meetings for others. b) other forms of training/learning e.g. long or combination of short courses or structured self-study to the appropriate level A good job description is needed for a robust job matching outcome, which should clearly articulate the requirements and competence for the role and a person specification stipulating the essential qualifications and/or experience required to be employed in the role. Planning and organisation of a number of complex activities or programmes, which require the formulation and adjustment of plans.

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Formulating plans (levels 4 and 5) means developing, structuring and scheduling plans or strategies.

Advanced sensory skills (level 3a) includes the skills required for sensory, hand and eye co-ordination such as those required for audio-typing. It also includes specific developed sensory skills e.g. listening skills for identifying speech or language defects. In exceptional circumstances and only by local partnership agreement, job matching or evaluation may need to be done by a third party organisation to meet local capacity needs on a temporary basis (see section 8.4 for more details on when this is possible). Highly complex (Levels 4b, 5a, 6) refers to situations where the jobholder has to communicate extremely complicated strands of information which may be conflicting eg communicating particularly complicated clinical matters that are difficult to explain and multi-stranded business cases.Three pay spines for: (1) doctors and dentists; (2) other professional groups covered by the Pay Review Body; (3) remaining non-Pay Review Body staff. Similarly, having person specifications available for all posts is good HR practice because it facilitates the recruitment process. record matching and evaluation outcomes, together with information on jobs, for example, department, job title, etc a. The principles, practices and procedures should be exactly the same as the original AfC implementation. Where different procedures had been adopted for the aspects to be determined locally, it is obviously necessary to agree a single approach and helpful if this has been done in advance of the process.