As we are assigned to complete the aspect of job evaluation.

For that we have the post of Deputy Manager from the HCM department of DIPL(Descon Integrated Project Limited). Here are the assumptions of the following aspect. ASPECT OF JOB EVALUATION, assumptions To deliver, in conjunction with other members of the team, the DIPL Assessment and Reconnection Service: Carrying out comprehensive activities of new employees assessments; facilitating the rapid reconnection of new employees to supported networks in the organization at their post or where they have a proven link. Providing them with personalized case management support to help them be reconnected, turning assessments into a practical action plan which fully involves the employee motivation. Ensuring throughout that work done is properly recorded and as appropriate is entered clearly onto EMPLOYEE DATA BASE.

KEY RESPONSIBILITIES & MAIN TASKS WILL INCLUDE:

1. GENERAL 1.1 To be responsible to the Assessment Hub Manager for the day-to-day interviews, meetings and all the activities of HCM. Carryout comprehensive new employees assessments; offer support and advice around reconnection or accommodation offers and, enter client and service offer details onto data base. Draw up effective action plans with colleagues and through case management offer support and advice around reconnection. To attend Team meetings and take part in Service policy and planning. To participate in a HCM (DIPL) 7 days a week 24 hour staff rota.

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2. CLIENT WORK 2.1 To respond and process in a timely and proactive fashion all referrals made to the Assessment Hub and ensure those accessing the project meet the criteria of HCM To work firmly and persuasively with individuals to explain the role of the service and the benefits of organization.

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To carry out comprehensive assessments with all referred new employee.

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To provide personalised case management for employees who need to be guided, turning assessment recommendations into a practical action plan which fully involves the employee attentions To provide as appropriate employees advocacy to home local authorities to support client reconnection. To support reconnection as necessary for example through arranging: travel arrangements; accommodation offers, family mediation; the initiation or reinstatement of care and support packages To ensure all activity is properly recorded and all service offers and outcomes are entered clearly and in a timely. To actively collect follow up information with regards to the outcome of reconnections and report to the Manager any need/gaps in key areas that is acting as a barrier to successful reconnection. To provide advice to employees on their tasks and accommodation options, as well as appropriate on health, welfare benefit claims and other issues as necessary. To liaison effectively with the Outreach Workers, Housing Support Workers, specialist workers, police and other agencies. To deal with the immediate support needs of the clients as appropriate. To assess client risk and develop risk management strategies with the client and other involved services. To ensure all service delivery policies and decisions made by the manager or team are observed and followed through.

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3. FINANCIAL AND ADMINISTRATIVE DUTIES 3.1 To keep accurate daily records of petty cash and other project monies. 3.2 To keep accurate records and statistics on referrals, service outputs and outcomes etc. 3.3 To maintain a high standard of record keeping in the office and keep all financial and administrative systems including client files in the office in an accurate and up-to-date manner in line with policy. 3.4 To ensure that all written work both for internal and external use is of a high standard. 3.5 To ensure the results of all assessments and all service offers are entered clearly and in a

timely.

4. INTERNAL COMMUNICATION AND INTERACTION WITH OUTSIDE ORGANIZATION

4.1 To liaise effectively with colleagues in the HCM Team and external reconnection services to enable referral and communication of information to enable support planning and actions. 4.2 To liaise effectively on a day to day basis with outside agencies including the police, social services and other statutory and voluntary agencies. 4.3 In consultation with the Manager to represent the HCM Services externally at forums, conferences and meetings as required. 4.4 To build and maintain good working relationships with colleagues in partner outreach teams.

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OTHER DUTIES (Negotiation)

5.1 To participate in team meetings, team review days and other meetings as agreed with the Manager. 5.2 To keep abreast of current housing legislation, welfare benefit legislations and other matters relevant to successful support and move on of clients. 5.3 To attend HCM working parties, ad hoc and in house training sessions, as requested. 5.4 To carry out specialist duties as agreed with the Manager and/or the Director. 5.5 To adhere to HCM and employer's Equal Opportunities Policy and Health and Safety Policy in all aspects of the work. 5.6 To adhere to HCM and employer's Code of Conduct. 5.7 To attend and contribute to regular supervision with the Reconnection Manager. 5.8 To attend and contribute in appraisal processes. 5.9 To carry out any other duties commensurate with the post.

Method: They are using Ranking Method they use grades. These grades start from G-1 to G-9.G-9 is a executive level
grade that shows the high level power and responsibilities in organization and G-8 show less than as compare with G-9 and so on.

Manufacturing group: HR manager having not any coordination with the manufacturing group directly, because the department HR is basically focusing in the HR department , focus on the man power analyses, hiring, interview and further produce after the hiring employees, further producer as the documentation, recorded keeping, guiding for the rules of regulation of company etc. so the manufacturing group having its own specific group. Division gereanal manager and managers: HR manager deals with all the activity of all the DIPL. The breath of the work performed in the organization. Technical group: There is not any special role of HR manager in technical group. But have coordination with the interview of technical department. Administrative group: Have much coordination with the administrative department. Because it is very necessary to communicate with the administrative person for the new employees.