Job Evaluation, decisions a worker has to make in his or her job and. how important these decisions are in the running of the. overall unit branch or industry, Paterson has laid down six levels of decision making. which he has called Bands Each one of these he has. linked to a certain position within the branch or in. These levels are, Band A defined decisions unskilled workers. Band B automatic decisions semi skilled workers, Band C routine decisions skilled workers. Band D interpretive decisions middle management, Band E programming decisions senior management. Band F policiy making decisions top management, Where do workers fit in. Most workers in South Africa are restricted to the low. est levels of decision making in this case Band A and. B They give workers hardly any control over the, work process A worker in Band A for instance has. little choice he or she is told exactly what to do and. when to do it, Further grading, Apart from this broad grading system there is further. grading within each Band, For Band A and B there are the following sub grades for. health service workers, Job Evaluation, Band Decision Level Title Grade Kind of Grade. B Automatic I Semi skilled 5 Supervisory, 1 2 Automatic. A Defined jUnskilled 3 Sec guards, 1 c R324p m, 2 Ward helpers. 1porters mess, engers cooks, dispensary at, R230p m after. 1 cleaners as, sistant cooks, i i 1 Ilaund workers. 1 R220p m after, The wages given in this table might have been reviewed. and adjusted in some sections of the health service. Many South African employers using the Paterson System. use four factors to decide which sub grade a worker. should fall under These factors are, Variety of tasks The more tasks or the more compli. cated the tasks within a job the higher the sub, grade that the worker falls under. Length of a task If a task takes longer to do or if. it involves any other activities the worker is placed. in a higher sub grade, Job Evaluation, Pressure of work The higher the mental or physical. stress in a job the higher the sub grade that the, worker falls under. Tolerance or precision Jobs that require a high, level of precision rank in a higher sub grade The. same goes for jobs where errers of workers would, have serious effects. In short Sub grading merely decides whether job x is. more important than job y, How does management go about applying. the Paterson System, If and when management decides to make a job evaluation. workers and their unions hardly have any say in the. procedure They usually have no choice in which evalu. ation system is to be used and how it is to be applied. It is usually the personnel department that goes about. setting up the job evaluation system The personnel. department finds out what kinds of different jobs there. are They then decide on how many job writers they have. to train to write up the job descriptions The Paterson. System requires written job descriptions that should be. read and signed by the workers Usually workers have. to describe their jobs and then the supervisors are. asked about the correctness of those descriptions Once. all the jobs have been described the job descriptions. go to an evaluation grading committee, The Paterson System from the workers point of view. From the workers point of view there are a number of. problems with the Paterson System Band A which most. workers fall under has got less sub grades than Band. C D E and F That means that for the bulk of workers. there are very few different types of jobs and there. is no chance of moving up the scale Secondly the, Paterson system is mainly based on one single factor. Job Evaluation, namely decision making This strengthens the existing. hierarchies it is taken for granted that supervisors. and co ordinators make higher decisions This is what. excludes workers in Band A and Band B from decisions. about their work and working conditions instead deci. sions are being made from top downwards In this way. the Paterson System fixes the channels of communication. from the top of the hierarchy downwards and strengthens. that hierarchy, This article is an excerpt from Len le Roux s Guide to. Job Evaluation Systems Used in South Africa S outh. African Labour Bulletin vol 10 no 14, January February 1985. WEEKLY M A I L, The news other papers ignore, Or prefer not to tell you about. MONTHS 1 YEAR 1 T AP ttMUQStA OfCUC POSrAi OflOfA O A A S L S S C O J T J C W. Home deliveries in PWV area R29 00 R58 00 R l 16 00 roTtcwajamu sm n w r. Postal deliveries in SA and Namibia R29 00 R58 00 R116 00 NAME. Air mail 10 Lesotho Botswana Swazi R42 00 R84 00 R 168 00. land Mozambique Zimbabwe and to 1, Transkei BophutnaTswana. Air mail lo the United Kingdom 30 00 58 00, R90 00 R 174 00. Air mail to Western Europe and E30 00 58 00 CODE PHONE. Israel rates here in pounds Sterling R90 00 R 174 00. Air mail to the USA 50 00 95 00 OCCUPATm, Canada Australia R95 00 Rl 80 00. P o i l I D W w W y M j u B o 3 2 3 6 2 B a j r n i o n i u m 2017 Plena allow lor a one week O t U y tn p f o c e u o ii Oscnptons. Job Evaluation JOB EVALUATION THE PATERSON SYSTEM The strike of Baragwanath Hospital workers in November 1985 highlighted not only the poor wages of hospital
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