Job Evaluation

Job evaluation involves determining the relative worth of each position for the purpose of establishing fair salary differentials. The process includes the analysis of jobs, Job Grading and small-scale salary benchmarking.

What is a Job Evaluation?

The Job evaluation process involves determining the relative worth of each position in your company for the purpose of establishing fair salary differentials and defining salary ranges within bands. As the organisation grows the need for a rational system of paying employees becomes more evident. We carry out small scale salary benchmarking exercises and where necessary we collaborate with salary survey specialists.

The process includes the analysis of jobs, Job Grading, and small-scale salary benchmarking. We offer to support in through the entire process or part thereof.

Job Analysis

We gather information about the job requirements, responsibilities and the context within which the job is performed.

Job Grading

We apply the most popular method of job grading used in SA (the Paterson grading system). Job Grading ensures equality and objectivity when defining pay scales.

Get in touch today to help you in the job evaluation process.

Job Profiles

Taking the time to write accurate job profiles is invaluable to the ongoing attraction, hiring and retention of employees. Job profiles are the framework for the job evaluation and pay structure. We can support you with interviewing candidates and enter into discussions with Supervisors and or the HR contact to obtain the necessary information.

Job Profile components:

  • Key performance area (KPA) which refers to the specific goals to be achieved
  • The specific deliverables desired (HOW)
  • Defining the competencies, (knowledge, experience, skills, and behavioural attributes required for the role)
  • The internal and external customers and direct reports
  • Job Grade
  • OFO (Organising framework for occupations) codes/ Occupational levels

Salary Benchmarking

Organisations find benchmarking of great value when attracting a retaining the requiring skills to achieve its strategic business objectives it is important to consider salaries paid to comparable skills in the market.

As the organisation grows the need for a rational system of paying employees becomes more evident. We carry out small scale salary benchmarking exercises and when required, in collaboration with salary survey specialists.

Pro Tip

Linking the OFO codes to job profiling makes a lot of sense when establishing competencies required to do a job and can also be used effectively in establishing skills gaps following a skills will mitigate against any errors in assigning jobs to the Occupational levels when reporting on Employment Equity.

With the working landscape and the “way we work” ever-changing can you RISK not evaluating your jobs?