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1. 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

3. It is about the internal Relativity of jobs.2 OMER ABD AL WAHAB MOHD.........MBA2009-164

5. Gives more information to design equitable and sound pay and grade structure.

6. Enables sound market comparison.OMER ABD AL WAHAB MOHD.........MBA2009-164 3

8. Reduces industrial disputes and legal claims.

9. build right track for career path and succession planning.

10. Boosts the emotional ties between the job and the holder.4 OMER ABD AL WAHAB MOHD.........MBA2009-164

12. Build-up faithful and loyal calibres.

13. provides fair pay regardless to any discriminating factors.

14. Reflects positive external image that increases attraction.5 OMER ABD AL WAHAB MOHD.........MBA2009-164

16. 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

18. Unions agreement.

19. Communication.

20. Getting the reputable consultancies Firm.

21. Selecting the Job Evaluation method.

22. Staff training.

23. Job description.OMER ABD AL WAHAB MOHD.........MBA2009-164 8

25. Result acceptance from the senior Management.

26. communication.

27. Introduction & application

28. Anomalies and grievances committees

29. Updating & revising.9 OMER ABD AL WAHAB MOHD.........MBA2009-164

31. 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.

32. The method is called the Patterson Plan or the Decision Bands Method (DBM).10 OMER ABD AL WAHAB MOHD.........MBA2009-164

34. The method is used world wide in both the private and the public sectors organizations e.g.. South Africa , kenana Sugar Company , State of North Carolina USA and provides good results.11 OMER ABD AL WAHAB MOHD.........MBA2009-164

36. Responsibility is reflected and measured by the Decision making requirements of the job.

37. Accordingly , decision making is a logical and equitable basis on which to compare jobs within an organization. OMER ABD AL WAHAB MOHD.........MBA2009-164 12 Job Evaluation

38. 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

39. 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

40. 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

42. 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.OMER ABD AL WAHAB MOHD.........MBA2009-164 16

43. 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

44. 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

46. There is, within the limits set by the specific process, a choice as to how and when the operations are carried out, but not as to what operations constitute the process. 19 BAND B – Operational Decision OMER ABD AL WAHAB MOHD.........MBA2009-164

48. There is, within the limits set by the prescribed operation, a choice as to how the elements are performed, but not as to what elements constitute the operation. BAND A – Defined Decisions OMER ABD AL WAHAB MOHD.........MBA2009-164 20

50. LOWERfor those jobs which are not co-ordinating.OMER ABD AL WAHAB MOHD.........MBA2009-164 21 Job Evaluation

51. Job Evaluation The Grades within the Bands : 22 OMER ABD AL WAHAB MOHD.........MBA2009-164

52. The Grades within the Bands : OMER ABD AL WAHAB MOHD.........MBA2009-164 23 Job Evaluation

54. There should at most be three sub-grades in each lower grade as well as in A , and two sub-grades in the higher co-ordinating grade.

55. The numbers of sub-grades in within the grade can vary according the needs of each particular organization. OMER ABD AL WAHAB MOHD.........MBA2009-164 24

56. Job Evaluation Decision Band layout OMER ABD AL WAHAB MOHD.........MBA2009-164 25

57. Job Evaluation Decision Band layout OMER ABD AL WAHAB MOHD.........MBA2009-164 26

59. 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)

60. Well done job description will lead to perfect grading.OMER ABD AL WAHAB MOHD.........MBA2009-164 27

62. The guiding rule is that the highest-level tasks in the job determines the Band into which the job falls. OMER ABD AL WAHAB MOHD.........MBA2009-164 28

64. 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.OMER ABD AL WAHAB MOHD.........MBA2009-164 29

67. Numeric scale can be made for each factor.OMER ABD AL WAHAB MOHD.........MBA2009-164 31

69. 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.

70. The committee raises its final grading report to the HR Manager.32 OMER ABD AL WAHAB MOHD.........MBA2009-164

72. Union has to be fully oriented about the result.OMER ABD AL WAHAB MOHD.........MBA2009-164 33

74. Treating the hard issue of surplus.

75. Creating the mechanism of grievance and appeal procedures.

76. Continuous revision and updating to the systemOMER ABD AL WAHAB MOHD.........MBA2009-164 34

78. Group jobs into grades/bands

79. Link pay to bandsOnly the first stage is ‘job evaluation’ OMER ABD AL WAHAB MOHD.........MBA2009-164 35

81. Salary data should be collected by making external salary survey.

82. Bench – mark jobs and high flier jobs are to be put into consideration.OMER ABD AL WAHAB MOHD.........MBA2009-164 36

84. Determine the start of each band in consideration to the Minimum Wages Act and the Triplicate Agreement.

85. Determine the salary overlap.

86. Determine the horizontal progression ( the 5% annual increase).

87. Determine the Band other related non basic pay (allowances related to the value of the sub grades.)

88. Treat the issue of the odd salary and the anomalies.OMER ABD AL WAHAB MOHD.........MBA2009-164 37

90. Take care of the Management Commitment .

91. Remember the golden rule : ABILITY TO PAY OMER ABD AL WAHAB MOHD.........MBA2009-164 38

93. Royal institute of Public Administration 1988 Fact book Of Personnel Management.

94. www.foxlawson.com.comOMER ABD AL WAHAB MOHD.........MBA2009-164 39

95. ? ? ? Question and Answer Session ? ? ? ? ? ? OMER ABD AL WAHAB MOHD.........MBA2009-164 40

96. 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: awrad2000@yahoo.co.uk Blog:www.omarwahab.blogspot.com Mobile: +249123595252 Khartoum, Sudan OMER ABD AL WAHAB MOHD.........MBA2009-164 41