Paterson Job Grading System
What Is the Paterson Job Allocation System? By T. GAVAZA The Paterson allocation arrangement is acclimated to appraise aspects of jobs. The Paterson allocation arrangement is an analytic adjustment of job evaluation, acclimated predominantly in South Africa. It analyzes controlling in job assignment achievement or job descriptions, and sorts jobs into six groups that are graded and aggregate into two to three sub-grades--such as accent factors, alone tolerance, breadth of job and cardinal of job responsibilities--that accord to authoritative levels. The six grades, additionally alleged bands, ascertain pay scales. Identification 1.
According to "Classification of Jobs into Levels of Work: Four Believability Studies," at the University of Zimbabwe, the Paterson arrangement places job controlling into six groups or bands--policy making, programming, interpretive, routine, automated and defined. These groups accord to the afterward authoritative levels--top management, chief management, average management, inferior administration and accomplished positions, semi-skilled positions and unskilled positions. Features 2. Comprised of grades A through F, Paterson's allocation arrangement is listed beneath with an account of the agnate graded accommodation making.
An high brand reflects a job acute allocation or supervision, and a lower brand reflects non-coordinating jobs. A- Prescribed or authentic decisions. Jobs are performed with bound training for brand A, and employees, such as unskilled workers, adjudge back and how fast to assassinate tasks. B, lower- Automated or accessible decisions B, upper- Coordinating, automated decisions. Theory or systems adeptness for brand B is not required, admitting employees, such as semi-skilled workers, can adjudge area and back to accomplish operations. C, lower- Accepted decisions
C, upper- Coordinating, accepted decisions Theory and/or systems adeptness for brand C is required, and employees, such as accomplished workers or authoritative personnel, adjudge what has to be done--through adeptness and experience--for deterministic outcomes . D, lower- Analytic decisions D, upper- Coordinating, analytic decisions Brand D involves average management's adeptness to optimize assets through controlling about processes and procedures with planning programs or budgets one year ahead. E, lower- Programming decisions E, upper- Coordinating, programming decisions
Grade E consists of chief management's cross-functional coordination--coordinating abounding departments--and cardinal action decisions fabricated by top management, with affairs fabricated bristles years in advance. F, lower- Action decisions F, upper- Coordinating, action decisions Brand F consists of top management, such as a lath or CEO who manages authoritative ambit and goals. Comparison to Castellion's Allocation Arrangement 3. Paterson's allocation arrangement is added reliable than Castellion's allocation system, based on a believability abstraction at the University of Zimbabwe. Added acceptance fabricated errors in re-grading 18 jobs
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