This factor measures the responsibilities of the job for management, supervision, co-ordination, teaching, training and development of employees, students/trainees and others in an equivalent position.
It includes work planning and allocation; checking and evaluating work; undertaking clinical supervision; identifying training needs; developing and/or implementing training programmes; teaching staff, students or trainees; and continuing professional development (CPD). It also includes responsibility for such personnel functions as recruitment, discipline, appraisal and career development and the long-term development of human resources.
The emphasis is on the nature of the responsibility, rather than the precise numbers of those supervised, co-ordinated, trained or developed.
||Provides advice, or demonstrates own activities or workplace routines to new or less experienced employees in own work area.
||(a) Responsible for day-to-day supervision or co-ordination of staff within a section/function of a department/service, or
(b) regularly responsible for professional/clinical supervision of a small number of qualified staff or students, or
(c) regularly responsible for providing training in own discipline/practical training or undertaking basic workplace assessments, or
(d) regularly responsible for the provision of basic HR advice.
||(a) Responsible for day to day management of a group of staff, or
(b) responsible for the allocation or placement and subsequent supervision of qualified staff or students, or
(c) responsible for the teaching/delivery of core training on a range of subjects or specialist training, or
(d) responsible for the delivery of core HR advice on a range of subjects.
||(a) Responsible as line manager for a single function or department, or
(b) responsible for the teaching or devising of training and development programmes as a major job responsibility, or
(c) responsible for the delivery of a comprehensive range of HR services.
||(a) Responsible as line manager for several/multiple departments, or
(b) responsible for the management of a teaching/training function across the organisation, or
(c) responsible for the management of a significant part of the HR function across the organisation.
||Corporate responsibility for the human resources or HR function.
Definitions and notes:
Day-to-day supervision or co-ordination (level 2a) includes work allocation and checking. It also includes ongoing responsibility for the monitoring or supervision of one or more groups of staff employed by a contractor.
Professional and clinical supervision (level 2b) is the process by which professional and clinical practitioners are able to reflect on their professional practice in order to improve, identify training needs and develop. It can be conducted by a peer or superior. It is not for the purpose of appraisal or assessment and only for the purpose of improving practice in context of clinical governance etc. It may include mentoring.
Regularly (level 2b, c and d) at least once a week on average but could be in more concentrated blocks e.g. six weeks every year. Above Level 2 the responsibility must be ongoing.
Practical training (level 2c) e.g. training in lifting and handling, Control of Substances Hazardous to Health (COSHH) regulations
Training in own discipline (level 2c) means training people from own or other disciplines concerning subjects connected with own work e.g. an accountant training departmental managers in budgetary requirements, a specialist dietitian providing training to other professionals concerning the importance of diet in different clinical situations.
Undertaking basic workplace assessments (level 2c) includes undertaking assessments of practical skills e.g. NVQ assessments.
Provision of basic HR advice (level 2d) refers to a specific and ongoing responsibility for giving basic advice on HR policies and practices to staff other than those who they supervise/manage, for example, on recruitment procedures and practices within the organisation.
Day to day management (level 3a) includes responsibility for all or most of the following: initial stages of grievance and discipline; appraisal, acting as an appointment panel member; ensuring that appropriate training is delivered to staff; reviewing work performance and progress; work allocation and checking.
Responsibility for allocation or placement and subsequent supervision (level 3b) includes liaison with training providers, allocation of students/trainees to staff for training purposes, ensuring that student/trainee records or assessments are completed.
Responsibility for teaching/delivery of core or specialist training (level 3c) refers to a significant and on-going job responsibility for training individuals in either elements of the jobholder’s specialism or a core range of subjects. The trainees may be from either within or outside the jobholder’s profession.
Responsible for delivery of core HR advice across a range of subjects (level 3d) refers to responsibility for giving advice and interpretation across a range of HR issues e.g. recruitment, grievance and disciplinary matters, employment law, as a primary job function.
Line manager (level 4a, 5a) includes responsibility over own staff for all or most of the following: appraisals; sickness absence; disciplinary and grievance matters; recruitment and selection decisions; personal and career development; departmental workload and allocation (i.e. allocation and re-allocation of blocks of work or responsibilities for areas of activity, not just allocation of tasks to individuals).
Single function or department (level 4a) refers to any unit of equivalent scope to a department where there is a significant management responsibility; taking into account the diversity and scope of the workforce managed.
Several/multiple departments (level 5a) refers to units of equivalent scope to departments in different functions where there is significant management responsibility e.g. estates and hotel services or therapy and diagnostic services.
Teaching or devising training as a major job responsibility (level 4b) refers to situations where teaching or devising training is one of the primary job functions and specified as a ‘job purpose’ and/or as a major job duty.
Responsible for the delivery of a comprehensive range of HR services (level 4c) the provision of specialist advice, for example, on change management, work development and similar issues, should be treated on an equivalence basis as meeting the level 4 definition of being responsible for the delivery of a comprehensive range of HR services.
Responsible for the management of a teaching/training function across the organisation (level 5b) refers to major responsibility for managing the provision of multi-disciplinary training across the organisation, including nursing, management development, AHP, statutory training. It would normally include responsibility for liaising with universities and other educational bodies.
Responsible for the management of a significant part of the HR function across the organisation (level 5c) covers jobs involving responsibility for the provision of highly specialist advice on HR issues which impact across the organisation, where the job holder is responsible for the nature and accuracy of the advice and for anticipating its consequences eg strategic employment relations, compensations and benefits or change management advice at the highest level of the organisation should be treated on an equivalence basis as meeting the level 5c definition of being responsible for the management of a significant part of the HR function across the organisation.
Corporate responsibility (level 6) refers to accountability for HR across the organisation(s) at the highest level of responsibility other than the Chief Executive Officer.