University of Medical Sciences and Technology Faculty of Administrative and Financial Sciences MBA Program, Bach3 HR Job EvaluationPractical case study on Paterson Plan Decision Band™ Method (DBM) By Omar Abd Al Wahab Mohd 1 Omer A.Wahab Mohammad MBA2009 -164
Job Evaluation What is Job Evaluation “Systematic process for comparing different jobs systematically to assess their relative worth (value), so providing a basis for a gradingand reward structure on fair and sound judgements”.
Technique for comparingand evaluating JOBS rather than employees.
Analytical (e.g. points rating , factor comparison, Patterson ,HAY) analysing the level at which various defined factors or elements are presented in a job.
Non-analytical (e.g. ranking, grading, paired comparison and classification) Comparing the whole jobs to place them in grades . They are not analysed by reference to their element factors. 6 OMER ABD AL WAHAB MOHD.........MBA2009-164
Facts about Job Evaluations. In Uk and according to e-reward survey 2003, 44% of the surveyed companies had introduced Job Evaluation. While 45% of those who did not have a scheme intended to introduce one.Source : Michael Armstrong (2007) A hand book of Human resources Management PP 666 In Sudan it was introduced in the Civil Service in 1975. kenana is pioneering company in Job Evaluation. What is about others…. Any comments. 7 OMER ABD AL WAHAB MOHD.........MBA2009-164 Job Evaluation
Job Evaluation Procedural steps of introducing Job Evaluation(1)
Job Evaluation Paterson Plan Decision Band™ Method (DBM)
It is based on analytical method of Job Evaluation.
It was developed over 30 years ago by professor Paterson when he was in the school of Business at the University of Strathclyde in Scotland while he was studying the relationship between work and pay.
The method is called the Patterson Plan or the Decision Bands Method (DBM).
The basic premise of the method is that , the value of any job is depend on the level of its responsibility.
Responsibility is reflected and measured by the Decision making requirements of the job.
Accordingly , decision making is a logical and equitable basis on which to compare jobs within an organization.
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OMER ABD AL WAHAB MOHD.........MBA2009-164 Job Evaluation The Decision Bands : The Patterson Plan is based on six decision Bands: Band F policy Making Band E programming Band D Interpretive Band C Band Routine Band B Automatic Band A Defined 13
TYPES OF PATTERSON BANDS Decision Band™ Method (DBM) Pyramid BAND F POLICY MAKING DECISION TOP MANAGEMENT BAND E PROGRAMMING DECISION SENIOR MANAGEMENT BAND D INTERPRETIVE DECISION MIDDLE MANAGEMENT BAND C ROUTINE DECISION SKILLED WORKERS BAND B AUTOMATIC DECISION SEMI SKILLED WORKERS BAND A DEDINED DECISION UNSKILLED WORKER 14 OMER ABD AL WAHAB MOHD.........MBA2009-164 14
Job Evaluation These are decisions that determine the scope, the direction, and the overall goals of the whole organization. Band F decisions are the kind typically made by a Board, Council, or CEO. BAND F-Policy Making Decision OMER ABD AL WAHAB MOHD.........MBA2009-164 15
These decisions are concerned with formulating or adjusting programs for the major Functions/divisions/departments, and allocating resource among these groups.
The executives at Band E are typically in charge of advising line executives, heading up such major functions as marketing, administration, production, and finance in private sector organizations, and major departments in public sector organizations. They are similar to MD ,GM and Project Manager.
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Job Evaluation At Band D, the incumbents are required to interpret and carry out the programs or objectives developed at Band E. These decisions specify what is to be done in lower Bands, and how the resources allocated by Band E are to be deployed. Band D decisions are typically made by middle managers in various functions. BAND D – Interpretive decisions 17 OMER ABD AL WAHAB MOHD.........MBA2009-164
Job Evaluation Decisions in Band C involve determining the means or process of achieving the objectives, standards or guidelines established by Band D decisions. They are subject to the limits imposed by the available technology and resources and to the constraints set by Band D. Selecting the process is a decision that must precede carrying out the operations that make up the process. A process decision specifies what is to be done at Band B. These are typically decisions made by supervisory personnel and/or senior technical specialist positions. BAND C – Process Decisions OMER ABD AL WAHAB MOHD.........MBA2009-164 18
Consideration will be given to reporting system, detailed information about technical task (hard factors)done and to job factors in case of stress, tolerance, activity sequence and variety .(soft factors)
Well done job description will lead to perfect grading.
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Job Evaluation Grading procedure guidelines Step Two: slotting jobs into Bands:
Jobs are to be slotted into the Bands according to the types of decisions made in the job.
The guiding rule is that the highest-level tasks in the job determines the Band into which the job falls.
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Job Evaluation Grading procedure guidelines Step Three : choosing the Grade within the Band:
Jobs are to be classified within each "Decision Band" into one of two "Grades" based on the differential supervisory difficulty and effort required of the job.
At this point in the process, jobs will have been classified into a hierarchy of twelve different classes of jobs, based on the job's level of responsibility and supervisory difficulty and effort.
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Job Evaluation Grading procedure guidelines Step Four: choosing the sub-grade within the grade.
Jobs are moved into sub-grades by considering the following soft factors:
Stress: pressure under which the job is done. Tolerance :degree of accuracy 30 OMER ABD AL WAHAB MOHD.........MBA2009-164
Job Evaluation Grading procedure guidelines Step Four: choosing the sub-grade within the grade. 3. Sequence: length of the cycle or process related to the job. 4.Variety: number of different elements involved in the job.
Every job is compared with other jobs according to those factors.
the committee composed of well trained staff supported by the consultants.
the committee main function is to grade the job ,revise the job description and may call the department head whenever necessary to give more clarification about any job.
The committee raises its final grading report to the HR Manager.
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Job Evaluation Grading procedure guidelines Step Six: Result communication
The grading result will be communicated to the Senior Management for the purpose of approving the both side of the grading result as the job evaluation may need strong commitment to meet the additional cost in case of job cut off or salary increase, (ability to pay)
Union has to be fully oriented about the result.
? ? ? Question and Answer Session ? ? ? ? ? ? OMER ABD AL WAHAB MOHD.........MBA2009-164 40
Job Evaluation THANK YOU Dear all this power point presentation is a property of: Omar Abd Al Wahab Mohammad , for any comments,Omar is reachable through Contacts: Email: email@example.com Blog:www.omarwahab.blogspot.com Mobile: +249123595252 Khartoum, Sudan OMER ABD AL WAHAB MOHD.........MBA2009-164 41