I`m the manager of a small EBME department, and reading Richard Lings` comments on his last post inferring managers may downgrade their staffs` job descriptions to protect differentials.
My staff were encouraged to write their own job descriptions, and even before AFC came into being I`d battled long and hard in an attempt to upgade the job they do (with little success). My attitude is if I can progress my staff then I will also progress.
As stated before, the main job matching criteria are factors 2 & 12, these have to match a particular job profile, you may score highly in other factors, but if 2 & 12 don`t match then the job description will be independently assessed.
The problem comes when assessing factor 2 there will be differing opinions on what would constitute the "equivalent" in "BENG or equivalent" which is why there are a number of bodies who will be assessing the efforts of the job matchers.
It would be interesting to know how many of these bodies had assessed our friend MEDJCUHs` job description and if the information on his pay band was simply based on information from his trust.
