Paterson Job Grading

Tremendis Learning brings you an Online Job Grading Tool, driven by the Paterson Methodology, the leading job grading methodology in South Africa, Sub Sahara Africa and internationally. Job Grading has become a must have in any organization, embraced by Government, Unions and the HR sector, an essential part of business.

Do all Positions add value, what is the value of a position? Are you putting your SDL to good use, enhancing the skill sets of your employees and in return adding value to your organization holistically?

Job Grading is the first stage within a cycle ensuring your Job Titles/Descriptions are working within your business model, creating sustainability that talks to your strategic business plan

Transparency; Career path planning; Succession planning; Re-aligning and Re-Engineering your 360 HR Value Chain; Adding a value to a position which then expands into a full ROI cycle. Working for both employee and employer if applied correctly

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Autograde4all is an online job grading tool, user friendly, web based, fully customized to your CI

Grade Jobs Online
Holds the Job Description of the Position being graded
Record keeping and Audit trails
Credit based software ( 1 credit = 1 Job Grade)
Branded with your CI
Reporting and archiving
Integration is available

What is job grading?

Job grading is the process of using formalized systems for determining the relative value of jobs within an organization. It typically involves the ranking of jobs through the use of some or other points-factor system where the key characteristics are: Objectivity.

Why do we do job grading?

Job grading allows the employer to empirically demonstrate rationale of importance through grade outcomes including, the value of the position (offering different levels of pay). It involves determining the level of complexity, decision-making, and skills required for each job, which is then categorized accordingly. Job leveling helps candidates and employees understand exactly what’s expected of them in a particular role, how they fit into an organization, and what they need to do in order to get a promotion. … “Job levels are super important — you can’t build the job title until you know what the needs of the organization are.

Why do we us the Paterson methodology?

The Paterson Job Grading System is method where jobs are evaluated based on predefined criteria. It analyses decision-making in job tasks, and categorizes jobs into six groups that are graded and grouped into two to three sub-grades. We specialize in the Paterson Grading, this is adaptable to any industry/environment and country. Paterson is the chosen methodology in South Africa ; Sub Sahara Africa and internationally. Being the pioneers within the job grading industry (specializing in Paterson),

Once grading is completed

Incorporates Sustainability and Succession planning including career path planning

On completion of job grading

ROI (For both Employees and Employers)
It has become employers’ prerogative to ensure sustainability not only through conducive business practices, but also by strategically incorporating Broad-based Black Economic Empowerment, Skills Development and Employment Equity
Recent amendments to the Employment Equity Act (No. 55 of 1998) illuminate this focused shift towards equitable working conditions; particularly referring to income differentials.

What are the key areas of Job Grading?

Principles are not complex & are usually easily understood, communicated & implemented
All roles within a business are evaluated using the same methodology and aligned terminology

Profiling/Architecture

Organogram alignment

Job Evaluations/Grading

Accommodating broad banding & multi-skilling / upskilling
Evaluation of specialist roles as effectively as non-specialist roles
The role (Position) & not the person is evaluated (mitigates subjectivity)
Job Descriptions are aligned across ALL Companies within the Group (Consistency is key)
It assists in illustrating the competitiveness of organizational pay scales against market

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Main factors taken into account when Job Grading:

Decision making;
Coordination / supervision;
Continuum of skills / Sapiential Authority;
Complexity;
Variety;
Preciseness and
Work pressure / physical effort.

What changes can be expected after Job Grading:

Reduction in staff turnover / retain valuable skilled employees
Transparency
Reduces labour and industrial disputes and legal claims.
Positions have a value attached to them
Re Alignment and Re Engineering of your HR Value Chain
Succession Planning and Skills Development Planning
High performance and output of positions

Key area of change within the Job Grading Exercise:

Job Profiling also forms part of the Job Description process Job profiling forms part of the deliverables of the employees in relation to the needs of departmental objectives and deliverables. With the correct job profile employees can be assessed correctly through performance management / KPI’s. Job profiling entails mapping the responsibilities, qualifications, competencies and reporting lines of employees based on the needs of the department and organization as a whole

- Profiling is aligned to the business plan and deliverables linking to outcomes (KPA/KPI) which is needed for Grading
- Profiles are verified to prevent gaps and overlaps between positions in the same group of positions

Costing

Once off purchase price (this includes your CI/branding of the platform)
Training is given

We run training workshops on the methodology and fundamentals of Paterson Job Grading and usage of Autograde4all

Billing is as and when credits are required. 1 credit = 1 Job Grade

Software support, services are all inclusive (NO annual software license)

Other Services and Products

Various HR Modules Available to add on to your purchased module
Performance Management
Job Description & Organogram Builder
Onboarding / Recruiting Module
Skills Development Module
HR Auditing
Salary Benchmarking

360 Human Capital Management and Development tools incorporating soft skills training and coaching. Tremendis learning offers expert advisory support and consultation across a number of critical human resource functions, impacting positively on ROI. The Human Resource Value Chain plays a pivotal role in organizations today. We have a unique methodology and approach applied transversely, providing the full solution to your human capital management needs.

Our Core Compentencies

Job Grading, making use of our online software platform Autograde. Our primary methodology for grading is Paterson
HR Auditing (Re-engineering your HR Value Chain)
Job Profiling and Architecture (Re-Aligning)
Salary Benchmarking
Group Restructuring and change management consulting and the application thereof
HR and Digital Transformation implementation
Consulting and auditing of HR job grading outcomes, Benchmarking, Internal Equity and Skills Gap Analysis
Sole Provider and owner of the Autograde online Job Grading System
Alignment of HR structure through Human Resource Value Chain Principles (against strategic business plan / Budget)
Succession planning, career path planning
Soft skills development training
Paterson Workshops (Job Grading Training) & Job Profile Workshops
Corporate Customized Programmes *active learning programmes
Emotional Intelligence online short course * face to face also available

Products on offer

HR4ALL

HR4ALL (Human Resource management Tool, covering all HR requirements)

(Add on modules or take full platform) (can be integrated to your existing HR Tool)

Performance Management

Skills Development

Onboarding / Recruiting

Employee Profiles, time and attendance, leave

Full 360 HR Management Tool

Autograde

Grading is the first step towards the implementation of your HR Value Chain: The right people in the right positions can determine the extinction or survival of your organization.

Paterson Job Evaluation and Grading

Job Evaluation and Grading is defined as the process of assessing the relative worth of jobs in an organisation, using an objective and reliable rating system.

Emotional intelligence online short courses

Emotional Intelligence course will teach you how to understand and improve your emotional intelligence (EI). Strong emotional intelligence skills allow us to understand and interact with our feelings in a way that allows us to build good quality relationships and make decisions effectively. Emotional Intelligence affects every aspect of your life, these courses are ideal for anyone interested in leading a happier and better balanced life.

Internal Equity (Employee Remuneration against benchmarked market salaries)

Internal equity is the comparison of positions within your business to ensure fair pay.

Employee Assessments (Online)

Employee assessments are performance appraisals or reviews used to evaluate employees‘ performance and productivity. These tests assess personality, aptitude and skills.

Job Description and Organogram builder

We are proud to introduce you to the Job Description and Organogram Builder. With fully integrated functions to any Human Resource Management software or can be used as a standalone.

Being the pioneers within the job grading industry (specializing in Paterson), the JD/Org Builder is the first step to ensure your job descriptions are ready and you have done your job architecture to start the grading process.

The JD/Org Builder is simplistic from a user perspective with added functionality and work flows built in to ensure elimination of human error, with a new dynamic user experience for all.

Project and Change Management

The disciplines of change management and project management are both necessary when executing a project or initiative. Each discipline brings the critical structure needed for effectively implementing change and achieving the results you want. Yet, change management and project management must work together to achieve successful change.

Life Coaching and NLP

You will learn proven practical techniques by masters. Techniques that bring change in real lives… yours and your clients.

Salary Benchmarking (Online)

Salary benchmarking, also called compensation benchmarking, is the process by which internal job descriptions are matched to external jobs with similar responsibilities to identify the market rate for each position.

A few advantages to mention:

Principles are not complex & are usually easily understood, communicated & implemented
All roles within a business are evaluated using the same methodology and aligned terminology
Profiling/Architecture
Organogram alignment
Job Evaluations/Grading
Accommodating broad banding & multi-skilling / upskilling
Evaluation of specialist roles as effectively as non-specialist roles
The role (Position) & not the person is evaluated (mitigates subjectivity)
Job Descriptions are aligned across ALL Companies within the Group (Consistency is key)
It assists in illustrating the competitiveness of organizational pay scales against market
It is a useful Organizational Design Framework & Tool
Incorporates Sustainability and Succession planning
ROI (For both Employees and Employers)

LEGISLATION

It is the employers’ prerogative to ensure sustainability, not only through conducive business practices, but also by strategically incorporating Broad-based Black Economic Empowerment, Skills Development and Employment Equity initiatives.

Recent amendments to the Employment Equity Act (No. 55 of 1998) illuminate this focused shift towards equitable working conditions; particularly referring to income differentials.

It has now become necessary for employers to prove that differences in wages and salaries are based on fair and objective criteria such as skills, responsibility and experience.