Common use of Implementation and Enforcement of Regulations Clause in Contracts

Implementation and Enforcement of Regulations. (at levels 3(b) and 4(b)) refers to Statutory Regulations for which local authorities are the implementation or enforcement agents. For example, planning and building control, enforcement of trading standards and environmental health regulations. For level 4(b), the job must involve formal responsibility for initiating prosecution against those failing to comply with the relevant Statutory Regulations. The implementation and enforcement of Health and Safety Regulations should only be taken into account under levels 3(b) and 4(b) where the job responsibilities actually involve implementation and enforcement of those regulations on behalf of the local authority as the statutory enforcement agency. The general health and safety responsibilities of all employees should not be taken into account under this factor but account should be taken of specific job responsibilities for the health and safety of other employees, for example those of a Safety Officer or Occupational Health Nurse. The responsibilities of health and safety reps. are not normally part of the duties of the job: they generally attach to the individual and should not be assessed. RESPONSIBILITY FOR SUPERVISION / DIRECTION / CO-ORDINATION OF EMPLOYEES This factor measures the direct responsibility of the jobholder for the supervision, co- ordination or management of employees, or others in an equivalent position. It includes work planning and allocation; checking and evaluating the work of others; and training, development and guidance. It also includes responsibility for personnel functions for those for whom the jobholder has a formal supervisory responsibility, such as recruitment, discipline, appraisal; and planning, organising and long term development of human resources. The emphasis of the factor is on the nature of the responsibility, rather than the precise numbers of employees supervised, co-ordinated or managed. It takes into account the extent to which other employees contribute to the overall responsibility.

Implementation and Enforcement of Regulations. (at levels 3(b) and 4(b)) refers to Statutory Regulations for which local authorities are the implementation or enforcement agents. For example, planning and building control, enforcement of trading standards and environmental health regulations. For level 4(b), the job must involve formal responsibility for initiating prosecution against those failing to comply with the relevant Statutory Regulations. The implementation and enforcement of Health and Safety Regulations should only be taken into account under levels 3(b) and 4(b) where the job responsibilities actually involve implementation and enforcement of those regulations on behalf of the local authority as the statutory enforcement agency. The general health and safety responsibilities of all employees should not be taken into account under this factor but account should be taken of specific job responsibilities for the health and safety of other employees, for example those of a Safety Officer or Occupational Health Nurse. The responsibilities of health and safety reps. are not normally part of the duties of the job: they generally attach to the individual and should not be assessed. RESPONSIBILITY FOR SUPERVISION / DIRECTION / CO-CO- ORDINATION OF EMPLOYEES This factor measures the direct responsibility of the jobholder for the supervision, co- co-ordination or management of employees, or others in an equivalent position. It includes work planning and allocation; checking and evaluating the work of others; and training, development and guidance. It also includes responsibility for personnel functions for those for whom the jobholder has a formal supervisory responsibility, such as recruitment, discipline, appraisal; and planning, organising and long term development of human resources. The emphasis of the factor is on the nature of the responsibility, rather than the precise numbers of employees supervised, co-ordinated or managed. It takes into account the extent to which other employees contribute to the overall responsibility.