Job Evaluation/Grading

Job evaluation is the systematic process of determining the worth of one job in relation to that of the other jobs in an organisation. Job Evaluation is useful in that it;

  • Indicates the relative ‘size’ or ‘weight’ of a job;
  • Does not look at the volume of work assigned to a person but rather the demands, complexity, responsibility and competencies required;
  • Provides a basis for designing an equitable pay structure (internal & external equity);
  • Provides a basis for various related Human Resources processes;
  • Evaluates the position and NOT the person in the position i.e. do not look at personal attributes, merits/ performance; and
  • Provides a defensible framework for pay differentiation (Equal Pay for Work of Equal Value Legislation);
  • Ranks jobs in terms of complexity;
  • Observes grading rules, therefore eliminates potential subjectivity.

Emergence Human Capital evaluates roles using the Paterson System of Job Evaluation and provides correlation to other systems of job evaluation. For example: Paromnes and Hay.

Paterson is the primary Job Evaluation methodology used in approximately 75% of organisations across Southern Africa. Reasons for this include:

  • Non-discriminatory – no regard for race, gender, religion or creed;
  • International system – it is recognised by the ILO (International Labour Organisation);
  • It is one of the most commonly used systems in Southern Africa;
  • It accommodates broad banding and multi-skilling easily;
  • It ties in well with the requirements of the NQF (National Qualifications Framework);
  • It is a useful OD (Organisational Design) framework and tool;
  • It is very easy to understand, communicate and implement;
  • It is easy to keep up to date;
  • It is easily cross-correlated to other systems of job evaluation &
  • It is supported by salary surveys.

Output

A full report will be developed and will include the process followed, confirmation of data utilised in conducting the evaluation and the results of the evaluation. The results will be presented as reflected in the example table below:

POSITION

PATERSON GRADE

CORRELATION TO ANOTHER JE SYSTEM

Position 1

X

X

Position 2

X

X

Position 3

X

X

: