There really is no easy answer to this. As Liz says, evaluation schemes
evaluate the post, based on characteristics, responsibilities, required
education, skills and competencies. They don't look at the individual in
the post except insofar as they are the person who has completed the JE
questionnaire or interview. Additional knowledge and skills which enable
the post holder to do the job better have to be rewarded in other ways -
performance related bonuses for example.
For the Society to set a minimum salary would require a precise and agreed
set of tasks for a standard role along with a definition of education,
skills and competencies required to fulfil the role effectively. In setting
a minimum for 'qualified' posts, it has the pg qualification as a benchmark.
However, it's only direct power is to decline recruitment ads which don't
provide for the minimum. It's still up to individual employers to decide
what any particular post is worth. This leads to substantial variations
even for 'qualified' posts both inside and outside local government.
I think it's important not to conflate the pre-course traineeship issue with
that of archive assistants. Having established one of the first such
traineeships, we were able to stress that the person recruited would need to
be a graduate and that the company had a minimum salary for graduate
trainees. They were being paid a real salary for a real job.
This only partly in a personal capacity, rather than as chair of the
Society!
Peter Emmerson
Director
Emmerson Consulting Limited
Poplar House
5 School Street
Witton-Le-Wear
County Durham DL14 0AS
Office 01388 488865
Mobile 07516 744795
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