OptiHR - Job Evaluation and Grading

“Optimizing productivity
through innovation”

SUPPORTING STRATEGIES

JOB EVALUATION & GRADING COMPENSATION & BENEFITS PERFORMANCE MANAGEMENT

A cornerstone to any successful organization is establishing A well designed compensation and benefit framework is Performance management can focus on the performance of an
organizational hierarchy though Job evaluation and Grading - the fundamental to establishing equity amongst an organizations organization, a department, employee, or even the processes to
process of determining as objectively as possible, the worth of a employees. It plays a key role in an organizations strategy to build a product or service, as well as many other areas.
job to an organization. attract, retain and motivate.

OBJECTIVE OBJECTIVE OBJECTIVE
‣ Provide a basis to better determine hierarchical levels within the ‣ Internal Equity: Same pay for same work The key to any performance management system is to ensure
Group/Organization. ‣ External Equity: Same pay for same work within comparator individual and department objectives or goals are aligned to
‣ Produce the information required to design and maintain an organization those of the organization.
equitable and defensible grade and pay-scale structure. ‣ People Equity: Individual employee recognition
‣ Create platform of internal equity to assist and improve
business performance & Profitability

OptiHR specialize in the implementation of Organization Grading OptiHR consultants have extensive experience in the formulation OptiHR's Performance Scorecard is a robust program which
Frameworks which are flexible and easily tailored to suit the of compensation frameworks which are appropriate to the captures and translates organizational vision, values and purpose
business, economical on management time and easily culture, characteristics and needs of the organization and its into a highly effective departmental and individual performance
understood by all levels in the organization. employees. management system.

KEY BENEFITS: KEY BENEFITS KEY BENEFITS
‣ Allow employees to gain a sense of how they can progress in ‣ Facilitate the management of relativities, achievement of equity, ‣ Enhance performance by focusing on organizational goals, key
the organization and transparency in managing pay. behaviors and competencies required to perform our roles,
‣ Gain employee confidence & trust through fair and objective ‣ Equip management with an appropriate tool to assist with ‣ Provide on-going feedback on employees performance by
application decisions related to Salary & Benefit entitlement. determining their strength and required areas of improvement,
‣ Distinguish between performance levels of individuals to
support salary increment and promotion,
‣ Act as a tool for employee development, including career and
succession planning.

OptiHR FZ LLC | www.optihr.ae | info@optihr.ae | +971 4 454 9738 | P.O.Box 126732, Dubai, U.A.E | Concord Tower, Floor 6, Office 18, Dubai Media City, Dubai, United Arab Emirates

GRADING: STEP 1 - BANDING

ORGANIZATION STRUCTURE JOB DESCRIPTIONS PATERSON - DECISION BAND


GRADING: STEP 2 - BROAD BANDING

DECISION BAND BROAD BANDS - COORDINATING LEVELS FUNCTIONAL LADDER (TYP)

FU TOP MANAGEMENT
F
FL Board Executives

EU Executive Director
E
EL Directors

DU Project Manager
D
DL Construction Manager

CU Section Engineer
C
CL Site Engineer

BU Foreman
B
BL Operators

Asst Operators
A A
General Labour


GRADING: STEP 3 - ANALYSIS

PATERSON - DECISION BAND ORGANIZATION LADDER (TYP) ESTABLISH PAYMENT NORMS

FU TOP MANAGEMENT
TOP MANAGEMENT
F
Strategic Business Direction FL Board Executives

EU Executive Director
EXECUTIVE MANAGEMENT
E
Strategic Execution/Long Term Planning
EL Directors

DU Functional Managers
SNR/MIDDLE MANAGEMENT
D
Interpretive/Tactical Management
DL Line Manager

CU Section Heads
ADVANCED OPERATIONAL
C
Routine/Process/Systems CL Supervisors

BU Adv. Operatives
OPERATIONAL
Automatic/Operative/Sub System B
BL Operatives

BASIC SKILLS Asst Operatives
A A
Deﬁned/Primary Skills
General Labour


INTEGRATED FRAMEWORK: GRADE vs PAY & BENEFITS

ORGANIZATION HIERARCHY FUNCTIONAL LADDER (TYP) SALARY & BENEFIT ENTITLEMENT
F5
FU F4 TOP MANAGEMENT
F3
FL F2 Board Executives
F1
E5
EU E4 Executive Director
E3
EL E2 Directors
E1
D5
DU D4 Project Manager
D3
DL D2 Construction Manager
D1
C5
CU C4 Section Engineer Max! -
C3 Mean! -
CL C2 Site Engineer Min! -
C1
B5
BU B4 Foreman
B3
BL B2 Operators
B1
A3
Asst Operators
A A2

A1
General Labour


CLIENTS & EXPERIENCE

F" Set Direction

E" Define Program

G
TIN
Establish
Job"Allowable"(JI)""

OR
Systems

EP
R
ITY
IV
CT
Monitor
Job"Rela0ons"(JR)"

U
Productivity

OD
PR
Supervise
Job"Method"(JM)" Activities

Job"Instruc0on"(JI)" Execute Tasks

TRAINING WITHIN JOB EVALUATION & COMPENSATION & PERFORMANCE
COMPANIES
INDUSTRY GRADING BENEFITS SCORECARD

2500 Workforce
Construction, MEP, Coatings

55,000 Workforce
Building, MEP

15,000 Workforce
Building, Precast, MEP,
Ceilings & Partitions, Fit-Out

75,000 Workforce
Building, Civil,
Manufacturing, Trading,
Aviation, Plant & Equipment,
Marine, Catering


OptiHR - Job Evaluation and Grading

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