Traduction de «Méthode de classification des emplois » (Français → Anglais) :

job classification method

job classification method [ job grading method | grading method ]

class method | classification system | classification method | grade description system | grade method

classification [ job classification | job grading | position classification | classification of position | classification of positions ]

job classification system | job grading system

job classification system analyst

gender-neutral job evaluation and job classification

job evaluation | job analysis | job classification

Every single method of classification of employment was looked at and grouped.

9. Calls on the Commission and the Member States to map the application of the existing job evaluation and classification systems, which vary considerably; calls on the Commission to introduce guidelines for gender-neutral job evaluation and classification systems, including specific measures such as the proportional representation of women and men on evaluation committees, the development of gender-neutral job descriptions and of weighting grids, and the definition of clear criteria for assessing the value of work; calls on the Member States to introduce and use clear and gender-neutral job evaluation and classification systems based ...[+++]on the Guidelines published by the Commission, so that they can detect indirect pay discrimination related to the undervaluation of jobs typically done by women;

23. Calls on the Commission and the Member States to encourage social partners (trade unions and employers), civil society and gender equality bodies to promote the monitoring of equality practices in the workplace, including flexible working arrangements, with the aim of facilitating the reconciliation of work and private life and further scrutiny of collective agreements, applicable pay scales and job classification schemes in order to avoid any direct or indirect discrimination against women; stresses also the importance of other instrument ...[+++]s such as codes of conduct, research, and exchanges of experience and good practice in the area of gender equality with a view to ensuring better protection against discrimination;

11. Points out that a clear and harmonised job classification system and greater wage transparency will improve access to justice; notes that several Member States have already taken specific wage transparency measures; underlines the disparity that exists between these measures, and takes note of the 2014 Commission recommendations on wage transparency, although regretting their non-binding nature; calls on the Member States to actively implement those Commission recommendations through transparency and continued positive action via legislation, as this has proven to be successful, by introducing recommended and tailor-made wage tran ...[+++]sparency measures; calls on the Commission to evaluate the real impact of these recommendations, including the requirement for companies to report regularly on average remuneration by category of employee or position and disaggregated by gender; calls on the Commission to include in its new legislative proposal the measures mentioned in the 2014 Commission recommendations on pay transparency, the gender pay gap, and equality bodies’ powers; calls on the Member States to exert pressure on unequal pay practices and to promote wage transparency as requested by trade unions and gender equality bodies, among other stakeholders;