Standard
AS 5376-2012
[Withdrawn]Gender-inclusive job evaluation and grading
Provides requirements, information and recommendations to assist with the design and implementation of fair and transparent job evaluation processes and gradings frameworks, as well as auditing those processes, for gender inclusiveness.
Published: 15/05/2012
Pages: 43
Table of contents
Cited references
Content history
Table of contents
Header
About this publication
Preface
Foreword
1 Scope and general
1.1 Scope
1.2 Inclusions and exclusions
1.3 Objectives of gender-inclusive job evaluation and grading
1.4 Definitions
1.5 Compliance with this standard
2 Planning and preparing for the job evaluation project
2.1 General
2.2 Planning the job evaluation project
2.2.1 Overview
2.2.2 Outcome
2.2.3 Requirements
2.2.4 Guidance
2.3 Participants in the job evaluation project
2.3.1 Overview
2.3.2 Committees or groups
2.3.2.1 Overview
2.3.2.2 Outcome
2.3.2.3 Requirements
2.3.2.4 Guidance
2.3.3 Reference panels
2.3.3.1 Overview
2.3.3.2 Outcome
2.3.3.3 Requirements
2.3.4 Job Evaluation Practitioners—Internal And External
2.3.4.1 Overview
2.3.4.2 Outcome
2.3.4.3 Requirements
2.4 Selection of job evaluation schemes
2.4.1 Overview
2.4.2 Outcome
2.4.3 Requirements
2.5 Factor weightings
2.5.1 Overview
2.5.2 Outcome
2.5.3 Requirements
2.6 Selection criteria
2.6.1 Outcome
2.6.2 Requirements
2.7 Selecting a benchmark sample for job evaluation
2.7.1 Overview
2.7.2 Outcomes
2.7.3 Requirements
2.7.4 Jobs not included in job evaluation
2.8 Job information
2.9 Collection and documentation of job information
2.9.1 Outcomes
2.9.2 Requirements
2.9.3 Guidance
2.10 Role profiles
2.10.1 Overview
2.10.2 Outcome
2.10.3 Requirements
2.10.4 Guidance
2.11 Job analysis
2.11.1 Overview
2.11.2 Outcome
2.11.3 Requirements
2.11.4 Guidance
3 Evaluating the jobs
3.1 The job evaluation process
3.1.1 General
3.1.2 Overview
3.1.3 Outcomes
3.1.4 Requirements
3.1.5 Guidance
3.2 Monitoring and checking evaluation outcomes
3.2.1 Overview
3.2.2 Validation
3.2.2.1 Overview
3.2.2.2 Outcome
3.2.2.3 Requirements
3.2.2.4 Guidance
3.2.3 Checking results
3.2.3.1 Outcome
3.2.3.2 Requirements
3.2.3.3 Guidance
3.3 Appeals
3.3.1 Overview
3.3.2 Outcome
3.3.3 Requirements
3.3.4 Monitoring and checking the outcomes of the appeals procedure
3.3.4.1 Outcomes
3.3.4.2 Guidance
3.4 Slotting
3.4.1 Overview
3.4.2 Outcomes
3.4.3 Requirements
3.4.4 Guidance
3.5 Re-evaluating jobs
3.5.1 Overview
3.5.2 Outcome
3.5.3 Requirements
3.5.4 Guidance
4 Grading jobs
4.1 Elements of job grading process
4.1.1 General
4.1.2 Overview
4.2 Job grading process
4.2.1 Overview
4.2.2 Outcomes
4.2.3 Requirements
4.2.4 Guidance
Appendix A
Appendix B
B1 General
B2 Project sponsor
B3 Steering group (and reference and appeals panels)
B4 Project leader/manager
B5 Internal and external job evaluation practitioners
B6 Job evaluation committees
B6.1 General
B6.2 Selection of committee members
B6.3 Operation of committees
Appendix C
C1 General
C2 Frequently overlooked job characteristics
C2.1 General
C2.2 Further explanations of skills that are easily overlooked
C2.3 Types of skills that are easily overlooked
C3 Gender bias in job information
C3.1 General
C3.2 Minimizing gender bias in job descriptions
C4 Examples of gender bias in job descriptions
C5 Some common forms of gender bias
Appendix D
D1 General
D2 Reviewing the relationship between job evaluation and remuneration
D3 Design of remuneration schemes and application of remuneration processes
Appendix E
Cited references in this standard
Content history
DR AS 5376
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