Common use of MATTERS TO BE CONSIDERED Clause in Contracts

MATTERS TO BE CONSIDERED. In determining whether to apply an ARIn to an employee in a position, the Director-General will have regard to the following matters: whether the position is critical to the operation of the Directorate or to a business unit in the Directorate; whether an employee who occupies the position requires specialised qualifications, skill set and/or experience to perform the requirements of the position; whether the role and skills required by the employee who occupies the position are in high demand; the level at which comparable individuals with skills and qualifications for the role are remunerated in the marketplace; the difficulty and cost associated with recruiting to the position; any other matter he or she considers relevant to determining whether or not an ARIn would be appropriate in the circumstances. In considering paragraph 5.1.4 the Director-General must take into account relevant market data (by reference to the definition of relevant market data in this Framework).

MATTERS TO BE CONSIDERED. In determining whether to apply an ARIn to an employee in a position, the Director-General will have regard to the following matters: whether the position is critical to the operation of the Directorate or to a business unit in the Directorate; whether an employee who occupies the position requires specialised qualifications, skill set and/or experience to perform the requirements of the position; whether the role and skills required by the employee who occupies the position are in high demand; the level at which comparable individuals with skills and qualifications for the role are remunerated in the marketplace; the difficulty and cost associated with recruiting to the position; any other matter he or she considers relevant to determining whether or not an ARIn would be appropriate in the circumstances. In considering paragraph 5.1.4 the Director-General must take into account relevant market data (by reference to the definition of relevant market data in this Framework).

MATTERS TO BE CONSIDERED. In determining whether to apply an ARIn to an employee in a position, the Directordirector-General will general must have regard to all the following matters: whether Whether the position is critical to the operation of the Directorate directorate or to a business unit in the Directorate; whether directorate. Whether an employee who occupies the position requires specialised qualifications, skill set and/or or experience to perform the requirements of the position; whether . Whether the role and skills required by the employee who occupies the position are in high demand; the . The level at which comparable individuals with skills and qualifications for the role are remunerated in the marketplace; the . The difficulty and cost associated with recruiting to the position; any . Any other matter he or she considers considered relevant to determining whether or not an ARIn would be appropriate in the circumstances. In considering paragraph 5.1.4 the Directordirector-General general must take into account relevant market data (by reference to the definition of relevant market data in this Framework).