We have grades to show the level and weight of every job in the organisation (no matter what the particular function or geographical location) instead of using lengthy descriptors.
They ensure that we meet our legal obligations regarding equal pay for work of equal value and that there is a clear link between pay and job weight.
The grading system allows for clearly defined levels of responsibility among individual posts and so contributes to better team understanding and working.
Grading in DFID is based on the Cabinet Office Job Evaluation and Grading Support (JEGS) methodology.
Job Grading guidelines have been developed to enable departments to take their own decisions on grading of jobs rather than resorting to a formal JEGS exercise.
1. Directors have overall responsibility to determine divisional arrangements for identifying the right grade for a post, or a group of posts
2. In the case of new posts or where the proposal is to downgrade existing posts, departments will be free to decide at which level these decisions should be taken
3. In the case of upgrading an existing post, while line managers and post holders will have the opportunity to contribute to the grading process, the following authority from within the Division must be provided: Will be authorised by:
4. Directors are also required to confirm, in their annual statements on the Personal Responsibility Plans (PRP), that all posts in their commands conform to the standards set out in this guidance.
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