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Organisational relevance for Pay Minima
#1
So a counter discussion must begin
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#2
­­­If you’re discussing the pay minima, then we are going to have to really take Career Development Plans (CDP’s), seriously at a new scale.
At the moment you have Fame and Responsible Individuals (IFA) as the basis, but we must get through the point of the notion of Cartels, with price fixing.

So here we find ourselves.

At the moment we rely upon the IFA having an oversight of Nominal Ledgers in the meeting of CDP actualisation, of an intelligent economy.
Conversely in the absence of detailed oversight we are talking about performance measures for staff and financial turnover.

The issue I raise is based upon the independence of CDP compilations and the ability of opportunities to actualise those plans.

Currently they would run independent, and in some cases are independently measures of offset performance.
So this highlights a need for corporate transparencies, but not sufficiently to enable collective monopolisation.

This is important so as to avoid claims of marginalised access to market information.
Social elite groups re claims well avoided, prior to counter claims and pressure group reversals.

Currently we have the issue of NVQ’s which are formulating nationally recognised bars of competency, but this must also be supported by external forces, in terms of career transference skill recognition.

There are measures and opportunities for the recognition of elements, but this is more of a rearguard move.

This places a need to identify ‘Skill Exports’ for the heritage sector, but feedback may have emotive connotations.
‘Skill Imports’ are a common component of prior professionalising activities, whilst this relies upon enabling market stabilities in commonality practices.

So here we find ourselves with the discussion of Pay Minima.
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#3
I can read the words... But its as clear as mud to me.
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#4
Come on Bodger try and put your point in a way us lower life forms can understand. Think of it as an intellectual excerciseWink
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#5
There are options within the museum sector, but as a harvesting technique is more prone to adjustments, rather than revenue when attempting to engage and modify for free school/national curriculums.

Have you created any formalised relationships by which any uncertainty can be resolved?

Are we counting on the basis of skills of interest, or interest in skills?
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#6
So to paraphrase: we need solid CPD to support progression through pay grade minima and create more opportunites for transferrable skills within that framework?

Is that what you're getting at?
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#7
To a point.

But there needs to be an understanding of how CDP's can be considered as actualised.
Theres a market force in play on it, so how is it supposed to deliver to an unknown assemblage?

To be honest, beyond that your talking about skill compilations, and such input would only serve as unbalancing event at this stage.

So I won't be providing support on that, much as when I could assist in compiling an application for your own job.
It's inappropriate. Sorry
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#8
Quote:we need solid CPD to support progression through pay grade minima and create more opportunities for transferable skills within that framework?

That would do it for me... it sounds so simple... but it may as well be inserting bamboo slivers from fingernails... for the agony and squirming that happens when these simple concepts are placed on the table.


Quote:So I won't be providing support on that, much as when I could assist in compiling an application for your own job.
It's inappropriate. Sorry

Is that a hypothetical dialogue or an answer?
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#9
Bodger51 Wrote:So I won't be providing support on that, much as when I could assist in compiling an application for your own job.
It's inappropriate. Sorry

I'm self-employed so my job's not up for filling - unless you fancy having a crack at the housekeeping and childcare? You're welcome to do that more than hypothetically if you like.
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#10
Bodger51 sounds uncannily like Unitof1, I wonder if they are in some way related?
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