A complete list of duties must accompany the request form. Job evaluation and position classification procedures the following information is provided to assist managers with understanding the processes for job evaluation as it relates to determining position classification and staff wage grade. Job evaluation is a process of determining the relative worth of a job. Does work thoroughly in a reasonable amount of time. Task task is a fine tuning of the paterson system of job. Jobs are compared to each other based on the overall worth of the job to the organization. The grading process requires 5 broad skill levels to be established, thereafter each skill level is graded using four factors in accordance with guidelines and points values. Standard occupational classification soc system manual is used to classify each job into one of approximately 800 detailed classifications based on the highest skill level and primary duties of the occupation. This system can be effectively used for a variety of. It is then simply a matter of constructing a table to assign point ranges to grades. There are many methods by which job evaluation is done. Introduction to the federal wage system job grading system.
Operating tractors where knowledge of gardeni ng procedures and skill in growing and tending lawns, flowers, shrubs, and trees are necessary. The mercer ced job evaluation system originally known as the cullen egan dell job evaluation system is described as a points factor system refer to appendices 2 and 3. That matters, because inaccurately evaluated jobs lead to pay dissatisfaction. Most job evaluation systems assign a number of points for a job. It expresses the worth of a job in work value points. Job evaluation understanding the grading and remuneration strategies of architectural firms in cape town by shaun michael adendorff supervisor. Nov 15, 2016 the castellion grading system has 16 grades, grade 16 is for simple decisions, 15 for pragmatic practical things decisions, and 14 to 9 is for tactical decisions, 8 to 5 co ordination interpretative decisions, and 4 to 1 for strategic decisions. Jobs are compared by evaluating the level of decisionmaking. Job evaluation or job grading involves describing a job in the smallest detail grading that particular job in relation to other jobs within the same unit, branch, or industry laying down wages accordingly there are a number of different job evaluation systems used in south africa. The system is very easy to understand and acceptable to almost all employees without hesitation. It is a process which is helpful even for framing compensation plans by the personnel manager. The paterson system the paterson system grades jobs. Foundations h ay group pioneered the factor comparison job evaluation method and modified it in its guide charts in the early 1950s. In chapter 7, we discussed training and development, which obviously play a part in performance management.
A committee of six individuals were selected to be trained in the pointfactor job evaluation method. Jul 05, 2016 the step difference is the essential building block of the method, and thus the basis of the job evaluation scale. Job evaluation is a method of comparing different jobs and placing them into a rank order according to their size. Job evaluation grading is the classification of jobs according to a job grading system such as paterson, peromnes, hay, castellion or simply a semantic scale describing occupational levels e. The job profile is the cornerstone of the job evaluation process.
You decide to use a job based evaluation approach for the operations. Paterson paterson, 1972a and 1972b and the castellion jordan, 1989. Paterson is the only nonpointsbased job grading system available and is widely used in the african continent. All jobs that require mainly physical abilities and effort involving no knowledge of specific trade practices will be graded by the job grading standard for laboring, 3502. It is particularly suited to jobs consisting of a variety of tasks. Job analysis and job evaluationgrading beyond corporate. Job evaluation meaning and its benefits to the organization.
The job evaluation system specifically used by rhodes university. Methods the next step in the job evaluation process is to select or design a method of evaluating jobs. Grade 24executive grade 38 senior grade 129 standard grade 16 laboures. There are several methods to conduct job evaluation. Jul 17, 20 the basic objective of job evaluation is to determine the relative contributions that the performance of different jobs makes towards the realization of organisational objectives. The steps for implementing the point method of job evaluation are summarized in exhibit 8. To construct a carefully worded rating scale for each factor, be sure to include. With point methods of job eval uation, organizations usually have a series of job evaluation plans. Scope of the business band for the job grade for the job the global grades generated by the calculator correlate with those included in the towers watson. In this method, the overall job is compared with the other set of jobs and then is given a rank on the basis of its content and complexity in performing it. In practice, for the job evaluation to be felt fair. It answers the question of hays thinking behind his purpose to develop an alternative and in his view more effective system for measuring and.
Korn ferry hay groups job evaluation methodology can help organizations achieve these goals. Apr 02, 2017 job leveling is an analytical process that can determine the relative value of jobs in your organization, and it provides a foundation for reward and talent management programs the global grade calculator allows you to grade jobs following the proprietary towers watson global grading methodology using three key steps. The korn ferry hay group guide chartprofile method of job. Under this method the job grades or classes are predetermined and then each job is assigned to these and is evaluated accordingly. Chartprofile method of job evaluation, related applications, and streamlined approaches that are based on the core methodology. The job evaluation procedure the job evaluation committee composition and role. A more detailed description on these methods of job evaluation is. This is the simplest and an inexpensive job evaluation method, wherein the jobs are ranked from he highest to the lowest on the basis of their importance in the organization. The most prevalent one, the point factor plan, uses a quantitative approach that will be explained in this guide. Job architecture encompasses job levels, job titling conventions, grades, career paths, spans of control, the criteria for career movement, and equitable compensation programs based on job value. Under ranking method, jobs are organized in descending order of importance with the help of job description and job specification. Job evaluation in the 21st century institute for employment studies.
At each level, a grade or category structure has a description and related titl e of the job. With nonanalytical methods, traditional views on jobs undertaken by men or women may affect the assessment when jobs are compared as a whole, sometimes. The ranking of job is done by a committee of experts called raters. Job evaluation needs to be differentiated from job analysis. The aim of job evaluation is to provide a hierarchy of jobs that is fair and nondiscriminatory. Pointfator method job evaluation prepared for brenda stokes, instructor for compensation management northern alberta institute of technology edmonton, ab prepared by sally lawson, john smith, sara mcdonald, bill jones hrmt3328o02 northern alberta institute of technology edmonton, ab february 12, 2021 title font. Thorough job analysis is the cornerstone of any human resource system and is used in human resource practices such as the selection process, salary. Hay groups job evaluation approach,in fact,is the worlds. Hay guide chart profile method of job evaluation hay system. These points are determined by assessing eight subfactors that are considered to be common to all jobs. Lisa dancaster job evaluation is the process of determining, as systematically and objectively as possible, the worth of one job relative to another without regard for personalities or existing structures. Pdf a study on job evaluation point factor analysis in smes. Use of this method is much costly as, it needs substantial amount of money to conduct job evaluation exercise. Quality of work performs work competently and accurately.
Job evaluation involves classifying jobs into an existing grade or category structure or hierarchy. This evaluation system may be used only by persons trained in the peromnes job evaluation system and authorised to do so by the owners of the system. Clarity in result areas and accountabilities in the processes of the organization enabling salary and benefit grading or benchmarking due to standardiza. The process of looking at jobs using a specific job evaluation tool system in order to be able to compare jobs. Jobs where employees assist higher grade employees, at grade 8 and lower will be graded by the specific job grading standard for the occupation in which the employees work. Job evaluation methods part 2 ranking grading point. Different evaluation methods, pay strategies, and pay structures will be used for different job families in the organization. A more detailed description on these methods of job evaluation is presented in the next section. The general purpose for carrying out job evaluations using this or similar job evaluation methods is to enable organizations to map and align their roles jobs.
One strong point in favour of the method is that it takes into account all the factors that a job comprises. Job evaluation system tfn have chosen to use the korn ferry hay job evaluation methodology to provide a transparent and fair approach to the evaluation of our jobs utilising a job family framework. Job evaluation, especially analytical job evaluation, enables a framework to be designed which underpins grading and therefore pay decisions. Leveling guide for evaluating your firms job and pay. Job leveling or job grading is a systemic method of assigning value to individual positions within an organization. Nature of the system the job grading system has been established in keeping with these directives.
The scores given for each factor are added to obtain a point total for a job. It analyzes decisionmaking in job task performance or job descriptions, and sorts jobs into six groups that are graded and grouped into two to three subgrades such as stress factors, individual tolerance, length of job and number of job responsibilities that correspond to. A study of the pointfactor job evaluation process used in. There are several job evaluation methods from which to select. Evaluate jobs from accurate, current, written, signed job descriptions. Federal wage system job grading standard for trades helper. The process of defining a job is called job analysis. For example, there may be one plan fo r skilled shop jobs, anot her plan for unskilled.
The point method can evalu ate all jobs simultaneously, rather than limiting evaluation to only key jobs. Federal wage system job grading system ts44 sep 1981, ts sep 1970, ts 1 sep 1968 b. It is particularly important as a means of achieving equal. A typical job evaluation programme methods of job evaluation. Position classification staff wage grade determination when is a job evaluation.
Grading forms employee evaluation forms purchasestrades made professional development attendance forms evaluation task sheets hr task 8 meeting schedules admin task 7 meeting minutes admin task 7reference files presentation schedules calendars business plan task schedules trade show task schedules. The overall hierarchy of jobs however, is the same as if a points based job evaluation system is used. The main factors taken into account when grading jobs according to the patterson grading system are. Job evaluation is a systematic process to compare inter jobs internally within organization.
The job grading method is less subjective when compared to the earlier ranking method. See job grading standard for aircraft attending, 8862. Federal wage system job grading standard fro tractor. Federal wage system job grading standard for trades helper jobs. The mgeu job evaluation committee is composed of five 5 people the director, human resources, who serves as chair and a full participating member of the committee. This involves using our job family framework and supporting role profiles to make an objective assessment of the relative valuelevel of roles. Job evaluation, job evaluation methods, job evaluation process. Job architecture sometimes called job structure, job catalogue, or leveling refers to the infrastructure or hierarchy of jobs within an organization. Topics covered in the survey include the return on investment when implementing a job evaluation methodology, top valueadd activities, communication related to job evaluation and what the future holds. Every job evaluation method requires at least some basic job analysis in order to provide factual information about the jobs concerned. The worth of a job is usually based on judgements of skill, effort physical and mental, responsibility supervisory and. With this method, you can compare jobs by using rating scales based upon several specific factors. Job analysis is a systematic way of gathering information about a job.
The worth of a job is usually based on judgements of skill, effort physical and mental, responsibility supervisory and fiscal, and working conditions. A point rating plan defines a number of factors, which are common to the jobs being evaluated job difficulty, accountability, job knowledge, supervision given, contacts and working conditions. An illustration on developing an analytical job evaluation system. Point rating job evaluation is one method of determining the relative value of jobs. The hay guide charts are proprietary instruments that yield consistent and legally defensible work evaluations. Job evaluation points grade 1002 1 3175 2 176230 3 234 4 again, there are. Mar, 2019 the paterson grading system is an analytical method of job evaluation, used predominantly in south africa. Top 4 methods of job evaluation explained with diagram. Pdf a study on job evaluation point factor analysis in. This method ranks jobs in order based on each jobs perceived value in relation to. Pdf human resource management is an important area in an organization yet is is. The ranking method is the simplest form of job evaluation.
This video explains methods of job evaluationjob evaluation part 1. A critical analysis muhammad ali elhajji1 abstract this paper provides an overall insight of the hay system of job evaluation guide chart profile method. Hay job evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure. It is based on the fact that the ability to discern a difference, is proportionate to the size of the 2 jobs which are being compared, and the step difference must, therefore, always be the same in percentage terms. Using this method eliminates much of the subjectivity inherent in ot her types of compensation systems and ensures that jobs that compare in value are paid within the same pay grade. The main features of analytical job evaluation, as explained below. Objectives to evaluate job are providing a base for pay structure in the. Not only does it provide critical information for the evaluation of a job but it is key to the governance process, providing documentary evidence of the determination and authorisation of job grades. This is the same as in other methods of job evaluation.
Ranking this method is one of the simplest to administer. Job knowledgeskills demonstrates clear understanding and ability to perform the assigned job duties effectively. The most recent cipd reward survey 2005 shows that je is used as a method of determining salary ratesrangesmidpoints for senior management in 38 per. Job evaluation as a process is advantageous to a company in many ways. We also discussed the major method of identifying performance requirements in a particular job when we went through job analysis and design in chapter 4. Learns and masters applicable new skills and procedures.
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