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Part C – The action plan Identified issue

Actions Tasks Science Technicians not elsewhere classified (see 2.4, 2.5 and 2.6) Research Officer Welfare Support Officers especially Residential Advisers 5.1.2 Recommend, where differences are not justified, appropriate action to remedy anomaly(ies) 5.1.3 Analyse the process of how these starting salaries are set in practice, and where gender bias can occur, for example: The setting of the grade for position The setting of the salary level – the step or placement within the grade The exercise of management discretion, both in making the initial offer and subsequent negotiations Factors affecting salary negotiations including relativity with others in team Moderation or lack of in relation to starting rate 5.1.4 Develop and make available a paper, especially but not only for managers, outlining how and where gender bias is most likely to occur (e.g., different offers to male and female appointees, dealing with appointee’s attempts to negotiate, account taken of other factors such as current salary, dealing with inequities that may arise between new and current staff), and steps for preventing it from occurring 5.2 Moderate starting salaries 5.2.1 For a limited period of time, set up a moderation process of starting salaries for all appointments, which includes checking titles of positions to ensure the same or similar positions are not being paid differently 5.2.2 Establish moderated process for approval for exceptions above the top step

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Responsibility

POD & PaEE implementation committee POD& PaEE implementation committee

POD & PaEE implementation committee

POD

POD

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Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

Massey PaEE Review Final Report  

http://teu.ac.nz/wp-content/uploads/2009/02/Massey-PaEE-Review-Report-Final-Report.pdf

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