Common use of Changes in Roles Clause in Contracts

Changes in Roles. 11.5.9.1 Roles change over time as we change the way we deliver services. This is a normal part of how organisations work. This means roles may need to be remapped to a different national role profile. 11.5.9.2 Mapping should only be reviewed where there is a change in job content and does not just reflect an increased volume of work; that is, it cannot be addressed by employing more people. 11.5.9.3 Criteria - The following criteria are required to be met before an application for a mapping review can happen: • the requirements for the role have changed to the point that the current mapped profile may no longer be the best fit; and • at least a year has passed since the effective date of implementation of the original mapping outcome, its initial appeal, or a subsequent review; and • clear evidence of the change can be provided in support of the application for re-evaluation 11.5.9.4 The effective date of application of the revised band will be the date of application for change. 11.5.9.5 When reviewing changed roles, the following principles are important to remember: • evaluate jobs, not people - mapping is of the content of the job and not of the abilities or performance of the individual jobholder. • assume acceptable performance of the job - the mapping process assumes that the job is being performed to a competent standard by a fully trained and experienced individual. • map jobs as they are now - the mapping should be based on job facts as it is undertaken at the current time rather than how the job was done previously or how it may be done in the future. • map actual job content, not perceptions - the focus is on actual job content rather than assumptions or perceptions of the job and does not consider the desired level of pay, perceived importance, or issues of status sought or previously assigned.