28th January 2013, 03:51 PM
­­­If you’re discussing the pay minima, then we are going to have to really take Career Development Plans (CDP’s), seriously at a new scale.
At the moment you have Fame and Responsible Individuals (IFA) as the basis, but we must get through the point of the notion of Cartels, with price fixing.
So here we find ourselves.
At the moment we rely upon the IFA having an oversight of Nominal Ledgers in the meeting of CDP actualisation, of an intelligent economy.
Conversely in the absence of detailed oversight we are talking about performance measures for staff and financial turnover.
The issue I raise is based upon the independence of CDP compilations and the ability of opportunities to actualise those plans.
Currently they would run independent, and in some cases are independently measures of offset performance.
So this highlights a need for corporate transparencies, but not sufficiently to enable collective monopolisation.
This is important so as to avoid claims of marginalised access to market information.
Social elite groups re claims well avoided, prior to counter claims and pressure group reversals.
Currently we have the issue of NVQ’s which are formulating nationally recognised bars of competency, but this must also be supported by external forces, in terms of career transference skill recognition.
There are measures and opportunities for the recognition of elements, but this is more of a rearguard move.
This places a need to identify ‘Skill Exports’ for the heritage sector, but feedback may have emotive connotations.
‘Skill Imports’ are a common component of prior professionalising activities, whilst this relies upon enabling market stabilities in commonality practices.
So here we find ourselves with the discussion of Pay Minima.
At the moment you have Fame and Responsible Individuals (IFA) as the basis, but we must get through the point of the notion of Cartels, with price fixing.
So here we find ourselves.
At the moment we rely upon the IFA having an oversight of Nominal Ledgers in the meeting of CDP actualisation, of an intelligent economy.
Conversely in the absence of detailed oversight we are talking about performance measures for staff and financial turnover.
The issue I raise is based upon the independence of CDP compilations and the ability of opportunities to actualise those plans.
Currently they would run independent, and in some cases are independently measures of offset performance.
So this highlights a need for corporate transparencies, but not sufficiently to enable collective monopolisation.
This is important so as to avoid claims of marginalised access to market information.
Social elite groups re claims well avoided, prior to counter claims and pressure group reversals.
Currently we have the issue of NVQ’s which are formulating nationally recognised bars of competency, but this must also be supported by external forces, in terms of career transference skill recognition.
There are measures and opportunities for the recognition of elements, but this is more of a rearguard move.
This places a need to identify ‘Skill Exports’ for the heritage sector, but feedback may have emotive connotations.
‘Skill Imports’ are a common component of prior professionalising activities, whilst this relies upon enabling market stabilities in commonality practices.
So here we find ourselves with the discussion of Pay Minima.