Job Evaluation

This is about weighing one job role against another to determine the relative worth of a given job. This is to assist in achieving both internal and external equity in pay for jobs of similar skills, effort, responsibility and working conditions. In PILA, as a matter of the Practice Performance model we follow, we request the responsible officers in a client organisation, to select three members representing a job family to form a job evaluation committee. The members meet three criteria. The first and second are and interrelated. They comprise of intellectual competence, in this context understanding the role of a job family that one represents in the organisation undertaking a job evaluation. The second is emotional competence meaning the capacity to handle both negative and a positive evaluation, with evidence, about the individuals the representative considers super performers or poor performers but with no evidence as may be indicated by a modified form of workload assessment. The third is representing a job family hierarchy within the job family. In other words, where the general service provision is in-house such as house cleaning, a house cleaner or their supervisors, who must have been a house cleaner or better still is a house cleaner to represent this hierarchy, but with sufficient intellectual and emotional capacity to work with seniors.

The job evaluation is based on competence-based hierarchy. The highest competence level is one that is intellectually and emotionally difficult to computerise. This is at the highest level of decision making. See job grading immediately below.

Job Grading: Job grading is about grading jobs in terms of their impact on the mandate and mission of the organisation. It is best based done during a job evaluation exercise and involves grading all jobs and recommending new grading for all jobs in the organizational structure. Currently PILA utilises between 6 to seven levels depending on the nature of the organisation and sometimes on the profession. The highest level is generally the CEO or equivalent, again depending on the terms used in a client organisation where for instance a director performs the role of a CEO in another organisation. The lowest level is the Assistant officer.