Non discriminatory job evaluation scheme

non discriminatory job evaluation scheme Obligations the last aim is important in its good practice guide on job evaluation schemes free of sex bias the equal opportunities commission ( 2003) stated that: 'non-discriminatory job evaluation should lead to a payment system which is transparent and within which work of equal value receives equal pay regardless.

Decisions it is particularly important as a means of achieving equal pay for work of equal value in its good practice guide – job evaluation schemes free of sex bias, the equal opportunities commission (eoc) emphasizes that: 'non- discriminatory job evaluation should lead to a payment system which is transparent and. (where you may not need a comparator, or you may use another woman as a comparator), to pension schemes, bonuses, or possibly to indirectly discriminatory job evaluation practices you will need to find out exactly where the problem is in your case, assess whether there has been direct or indirect discrimination (or. Evaluated and ♢ a consistent method of evaluation it is important that this handbook provides employees and managers with the knowledge of how the south lanarkshire council, 555 grading scheme complies with these recommendations 25 ensuring that a job evaluation scheme does not discriminate on grounds of. Equal opportunities commission (eoc) guidance on job evaluation 21 in its good practice guide on job evaluation schemes free of sex bias (eoc) states that: non-discriminatory job evaluation should lead to a payment system which is transparent and within which work of equal value receives equal pay regardless. The court of session has today issued a significant judgment in a mass equal pay case against glasgow city council (gcc), which has major implications for employers seeking to use job evaluation schemes as a defence to equal pay claims. A 1979 study of job evaluation, as a potential source of and/or a potential solution to sex discrimination in pay, was made by the national research council maintenance job evaluation is not a once and for all exercise and procedures must be devised to keep the scheme up to date it is essential for someone in the. Equal work – but, unlike non-discriminatory analytical job evaluation (je), those approaches will not allow an employer to demonstrate the absence of bias, nor will they provide a 'first-line defence' to an equal pay claim brought under the equality act 2010 a je scheme can provide that 'first-line defence' if.

non discriminatory job evaluation scheme Obligations the last aim is important in its good practice guide on job evaluation schemes free of sex bias the equal opportunities commission ( 2003) stated that: 'non-discriminatory job evaluation should lead to a payment system which is transparent and within which work of equal value receives equal pay regardless.

The basis for all processes is an analytical job evaluation in contrast to non- analytical schemes, analytical job evaluation provides a higher success rate in equal pay courts and minimizes the potential for discrimination when choosing or designing an analytical job evaluation scheme a few points must be taken into. The system used in the university is higher education role analysis (hera), which has been recognised by the equal opportunities commission as non- discriminatory job evaluation scheme hera is a tool used to analyse roles found in higher education institutions it was developed by a consortium of higher education. Mid1990s to review those job evaluation schemes introduced in the nhs following the 1992 health reform legislation its stated aim was to develop a ' kitemarking' system for those meeting equality requirements 42 jewp i developed a set of criteria for what would make a fair and non-discriminatory scheme for use in the.

The employer (and not the job evaluation supplier or consultant) will need to show that the scheme is non-discriminatory 83 employers also need to check the outcomes of the job evaluation for sex bias this means checking how many women and how many men have moved up or down the grades. Job evaluation schemes provide a basis for a grading and pay structure, as well as a means to check and demonstrate you are providing equal pay for equal it should be objective and non-discriminatory, recognise the skills of men and women equally, and be applied in a consistent and unbiased way. The output of implementing a fedra job evaluation scheme will lead to a pay and grading system which is “fair, transparent and within which work of equal value receives equal pay regardless of gender, race or any of the other protected characteristics” 3 equality 31 the scheme is designed to be non discriminatory.

The defining feature of non-analytical evaluation schemes is that whole jobs are compared with each other without any attempt to break down and analyse jobs under their various demands or components these types of job evaluation schemes are particularly prone to sex discrimination because where whole jobs are. Practical guidance on how to select, devise and use a job evaluation scheme, for example for the purpose of introducing a single pay and grading structure or carrying out an equal pay audit.

It does not matter whether the hei used the higher education role analysis ( hera), hay or any other job evaluation system each hei needs to check at a later stage that the job evaluation scheme it uses has been designed and implemented in such a way that it does not discriminate on grounds of gender ( see checklists. Comparable worth, pay equity, job evaluation, gender equity, gender pay gap use gender-neutral job evaluations methods to adjust the wages to the jobs' worth in a non- discriminatory way as we develop infra (113), debates and local employers are required to draw up an action plan to correct any.

Non discriminatory job evaluation scheme

non discriminatory job evaluation scheme Obligations the last aim is important in its good practice guide on job evaluation schemes free of sex bias the equal opportunities commission ( 2003) stated that: 'non-discriminatory job evaluation should lead to a payment system which is transparent and within which work of equal value receives equal pay regardless.

It is important to remember that job evaluation is a measurement of the internal relativity of the position and not the incumbent in the position this analysis can also contribute furthermore, provincial human rights codes require employers to treat employees equitably and fairly, without discrimination a comprehensive job. Covered by the defence to equal pay claims provided by a fair and non- discriminatory job evaluation scheme – see part 2 for further information however, in a large organisation individually evaluating every job may not be feasible in practice alternatives to individual evaluation of all jobs include evaluations of generic.

Are changes in regradings and the grading structure consistent and non- discriminatory • are comprehensive records kept • are the outcomes of the job evaluation checked for sex bias • are existing schemes reviewed to ensure discrimination has not crept in • are statistics recorded on pay broken down by gender. Ultimately, employers are responsible for ensuring job evaluation and grading are not affected by gender bias for example, example a outlines the factor weightings of the specific job evaluation scheme used in the federal, state and territory anti-discrimination laws also prohibit direct and indirect. Grading structures to help ensure equal pay for work of equal value the university uses the higher education role analysis (hera) job evaluation scheme to underpin its pay and grading structure hera has been endorsed by the equal opportunities commission as a non-discriminatory job evaluation. Fair and non-discriminatory job evaluation scheme you must seek expert advice this booklet will not show you how to: ○ ○ build a job evaluation scheme ○ ○ design a gender equality impact assessment ○ ○ conduct a pay and grading review the guidance in this booklet is not intended as an authoritative statement.

2 background agenda for change was introduced in 2004 in order to ensure the principle of equal pay for work of equal value and every effort was made to ensure that the nhs job evaluation scheme was fair and non-discriminatory both in design and implementation the health and social care act 2012 sets out radical. Detailed guidance on designing, implementing and monitoring non- discriminatory job-evaluation schemes is available from the commission's website the advisory, conciliation and arbitration service (acas) and trade unions can also advise on job evaluation work of equal value 46 a woman can claim equal pay with. Objectives the objectives of this procedure are to: • ensure that the county council has a fair and transparent process for dealing with appeals against evaluation outcomes • ensure that non-discriminatory and effective arrangements exist for dealing with appeals and hearings • ensure that all employees are treated in.

non discriminatory job evaluation scheme Obligations the last aim is important in its good practice guide on job evaluation schemes free of sex bias the equal opportunities commission ( 2003) stated that: 'non-discriminatory job evaluation should lead to a payment system which is transparent and within which work of equal value receives equal pay regardless.
Non discriminatory job evaluation scheme
Rated 4/5 based on 35 review