Common use of Panels Clause in Contracts

Panels. 6.1 Evaluation and moderation/ consistency checking panels should: • comprise equal numbers of union and employer representatives. • should reflect the diversity of the local workforce with particular regard to gender, ethnicity and range of job groups covered by the scheme, as far as is practicable • be a workable size (for example, 3-5 people) 6.2 The chair may be appointed from within the panel. Or the chair may rotate on an agreed basis. Alternatively, the steering group may agree to appoint an independent chair (or chairs). 6.3 Before panels sit, all panel members (including independent chairs) should receive training about the scheme and should be well informed about the provisions of the national agreement, and associated NJC guidance on equal opportunities and equal pay and grading. 6.4 Panels should agree a quorum and both sides should make arrangements for named (and trained) substitutes. Every effort should be made to ensure consistent membership on panels, especially on the moderation/ consistency panel. Regular attendance at panel meetings is important and there should be management commitment to ensure this. 6.5 Efficient administrative arrangements should be made for the work of panels. It is particularly important that consistent, clear records are kept, especially in relation to scoring jobs and appeals decisions and including the reasons for individual factor evaluations.

Panels. 6.1 Evaluation and moderation/ consistency checking panels should: •  comprise equal numbers of union and employer representatives. •  should reflect the diversity of the local workforce with particular regard to gender, ethnicity and range of job groups covered by the scheme, as far as is practicable •  be a workable size (for example, 3-5 people) 6.2 The chair may be appointed from within the panel. Or the chair may rotate on an agreed basis. Alternatively, the steering group may agree to appoint an independent chair (or chairs). 6.3 Before panels sit, all panel members (including independent chairs) should receive training about the scheme and should be well informed about the provisions of the national agreement, and associated NJC guidance on equal opportunities and equal pay and grading. 6.4 Panels should agree a quorum and both sides should make arrangements for named (and trained) substitutes. Every effort should be made to ensure consistent membership on panels, especially on the moderation/ consistency panel. Regular attendance at panel meetings is important and there should be management commitment to ensure this. 6.5 Efficient administrative arrangements should be made for the work of panels. It is particularly important that consistent, clear records are kept, especially in relation to scoring jobs and appeals decisions and including the reasons for individual factor evaluations.