Hotel Directors Meeting March 2020

Managers

Craft or skilled workers

Team Leaders

Team members

As you drill down, each role has a Job Title, Job Description and distinct set of knowledge, skills and behaviours, captured in a Person Specification. It should be obvious what the person does and their anticipated duties and responsibilities, if it doesn’t it may need adaption. The Annual Appraisal and Supervision should reflect on the person’s ability to do the work, the qualities they bring to the organisation, then any training needs and support required. For this exercise, the Site Team are located in the GFTU pay structure and other people performing a role that is “contracted out” are shown separately, as often their contractual arrangement vary and can be prone to market variances.

Pay spines.

Each broadband can contain a mix of posts, with varying roles and responsibilities.

In the first draft there were 3 spines, that reflected 1) somebody starting work for the organisation with limited skills, understanding or experience, or 2) somebody starting work for the organisation with reasonable skills, understanding or experience or 3) ) somebody starting work for the organisation with good skills, understanding or experience.

In the second draft (attached) this has been amended.

Each role has a standard, middle and top range.

The route to higher pay is either through;

Acting up

Further, relevant qualifications.

Long Service Award – recognising length of service – 10 years, 15 years, 20 years etc.

Additional responsibilities (from an agreed list, subject to agreement with the LEADERSHIP TEAM and Directors with a requirement that the written particulars of employment or job description are amended). The agreed list could include;

First Aider

Fire Marshall

Job families.

There are a number of distinct job families including;