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Common use of Single Status Clause in Contracts

Single Status. 1.1 The Local Government Single Status Job Evaluation Scheme has been developed jointly by the National Joint Council for Local Government Services (NJC) and is attached as Appendix 1. 1.2 As a key part of the process to achieve single status all jobs within scope of the “Green Book” (including jobs paid above the maximum of the spine but excluding those covered by the JNC for Chief Officers) will have to be graded on a common basis in accordance with equal pay legislation. The NJC believes that the design of its scheme meets this requirement. 1.3 The National Joint Council has also developed a users’ manual and Technical Notes for use in authorities where the scheme is being implemented. The User’s Manual and Technical Notes have the status of Part 4 provisions offering further guidance on applying the scheme. 1.4 Job evaluation should not be seen as a one off project. The processes used in individual local authorities to deliver a pay and grading structure rooted in the principles of equal pay should be retained and embedded in the post implementation pay and reward function, In accordance with the 2004 Implementation Agreement, employers should have a timetable for regular equal pay auditing. The National Joint Secretaries have produced joint advice on the approach to be taken to such audits. This is set out in Part 4.10 of the National Agreement.

Appears in 30 contracts

Samples: National Agreement on Pay and Conditions of Service, National Agreement on Pay and Conditions of Service, National Agreement on Pay and Conditions of Service

Single Status. 1.1 The Local Government Single Status Job Evaluation Scheme has been developed jointly by the National Joint Council for Local Government Services (NJC) and is attached as Appendix 1. 1.2 As a key part of the process to achieve single status all jobs within scope of the “Green Book” (including jobs paid above the maximum of the spine but excluding those covered by the JNC for Chief Officers) will have to be graded on a common basis in accordance with equal pay legislation. The NJC believes that the design of its scheme meets this requirement. 1.3 The National Joint Council has also developed a users’ users‟ manual and Technical Notes for use in authorities where the scheme is being implemented. The User’s User‟s Manual and Technical Notes have the status of Part 4 provisions offering further guidance on applying the scheme. 1.4 Job evaluation should not be seen as a one off project. The processes used in individual local authorities to deliver a pay and grading structure rooted in the principles of equal pay should be retained and embedded in the post implementation pay and reward function, In accordance with the 2004 Implementation Agreement, employers should have a timetable for regular equal pay auditing. The National Joint Secretaries have produced joint advice on the approach to be taken to such audits. This is set out in Part 4.10 of the National Agreement.

Appears in 1 contract

Samples: National Agreement on Pay and Conditions of Service