If I am recruiting to an existing job but wish to make changes to the job description, what is the position with getting it evaluated?
It is important to ensure that existing jobs that have substantially changed are evaluated at the outset, prior to the vacancy details being submitted through the BORIS system for advertising. Where there have been changes in the job role, recruiters should contact their Personnel Adviser to make an initial assessment of whether a new evaluation is required. The job description for such a job role will need to be e-mailed to your Personnel Adviser who will liaise with the Reward Team so that the evaluation can be carried out. A new, streamlined process for evaluating new job roles has been introduced to ensure a quick turn-around time for this part of the process. The Reward Team will notify you of the job family and grade outcome from the evaluation process so that you can submit the vacancy details through the BORIS system for advertising.
Related Questions
- My department is preparing a PDQ (Position Description Questionnaire) to establish a job title for a new/existing position. What are the deadlines for submitting this form to Human Resources?
- What are the laws/regulations governing job description updating and the amount of changes which dictate when a position needs to be hired for or just a job description update?
- What is job position, working condition , and recruiting procedure?
