Online Job Grading Tool
Tremendis Learning brings you an Online Job Grading Tool, driven by the Paterson Methodology, the leading job grading methodology in South Africa, Sub-Sahara Africa and internationally. Job Grading has become a must-have in any organization, embraced by the Government, Unions and the HR sector, an essential part of business.
Do all Positions add value, what is the value of a position? Are you putting your SDL to good use, enhancing the skill sets of your employees and in return adding value to your organization holistically?
Job Grading is the first stage within a cycle ensuring your Job Titles/Descriptions are working within your business model, creating sustainability that talks to your strategic business plan
Transparency; Career path planning; Succession planning; Re-aligning and Re-Engineering your 360 HR Value Chain; Adding a value to a position which then expands into a full ROI cycle. Working for both employee and employer if applied correctly.
Why Paterson?
The Paterson Job Evaluation System is a widely recognised method for grading jobs, primarily based on the level and complexity of decision-making associated with each role, categorising jobs into six bands (A to F), with each band further divided into subgrades to reflect varying degrees of responsibility and expertise. The system emphasises the significance of decision-making in job evaluation and is designed to establish a fair and defensible pay structure within an organization, this being one of many outcome factors to enhance the success of your business through consistency and continuity.
It starts with assigning jobs to a band, followed by sub-grading within the band, which can be done subjectively or using a point factor system. Factors considered in sub-grading include complexity, accuracy, work pressure, supervision given, independence, judgment impact, and required knowledge, skills, and competencies.
This methodology helps ensure that job descriptions are aligned with organizational needs (direct deliverables) and that employees are compensated equitably based on their job’s decision-making demands, accepting ownership and responsibility for the work they produce and having direct accountability through performance management.
Job Evaluation is the primary, actively having a direct and vast impact on your organization’s growth and sustainability through succession planning, career path planning and progression, igniting successful performance management with extension towards disciplinary. The journey starts with clear and transparent deliverables and the understanding of expectations which is reflected within the job criteria within the Job Description, which is a core and highly influential HR document within your HR Value Chain.
Further to this a direct contributor towards EE through occupational levels which are aligned within the initial band of Paterson, Assisting you with Employment Equity and BBBEE structure and reporting.
On completion of job grading
Job Profiling also forms part of the Job Description process Job profiling forms part of the deliverables of the employees in relation to the needs of departmental objectives and deliverables. With the correct job profile employees can be assessed correctly through performance management / KPI’s. Job profiling entails mapping the responsibilities, qualifications, competencies and reporting lines of employees based on the needs of the department and organisation as a whole
