Job Evaluation

Due to the increasing pressure on employment equity and risk management in today’s organisations, more and more businesses are turning to job evaluation as a defensible means of addressing these issues.

Job evaluation allows the content of positions to be measured in relation to other positions. For this process to have value, it is essential to determine the relative content in a way that is both internally and externally comparable. This requires the use of an accepted job evaluation system which enables readily available comparisons with other systems and for which survey data on remuneration is available.

To this end, Clé Human Capital employs both the Patterson and Calibr8 Job Grading systems. Both of these systems are widely utilised by major organisations in South Africa.

Clé Human Capital’s skilled professional consultants use the closed-loop approach to job evaluation to ensure that job evaluations are objective and representative. No position is ever evaluated in isolation, as credibility can only be achieved once relativity and objectivity have been ascertained by the consultant; thus closing the loop before any grades are published.

Our experienced consultants will furthermore protect your organisation against falling into the traditional trap of assuming a grade equals a rate of pay. They will ensure that the grades for jobs form the essential first building block in the overall process of remuneration and increase management. For further details in this regard please refer to Reward Strategy and Remuneration Policy in the Services Section.

Please contact one of our remuneration consultants to discuss the applicability of job evaluation in your organisation.

 "job evaluation ensures that relativities between jobs are established and can be used to create the building blocks for the Reward Strategy and Remuneration Policy"