Paterson Job Grading System

What Is the Paterson Job Grading remains? By T. GAVAZA The Paterson grading strategy is used to evaluate aspects of affairs. The Paterson grading outline is an analytical method of job evaluation, used predominantly in South Africa. It analyzes decision-making in job project comeance or job descriptions, and sorts jobs into six groups that are crossd and grouped into two to three sub-gradessuch(prenominal) as stress factors, individual tolerance, length of job and number of job responsibilitiesthat correspond to organizational levels. The six grades, in addition called bands, define pay scales. Identification 1.According to Classification of Jobs into Levels of Work Four dependability Studies, at the University of Zimbabwe, the Paterson system places job decision-making into six groups or bands indemnity making, programming, instructive, routine, robotlike and defined. These groups correspond to the following organizational levelstop management, senior management, middle management, junior(a) management and skilled positions, semi-skilled positions and unskilled positions. Features 2. Comprised of grades A through F, Patersons grading system is listed below with an explanation of the corresponding graded decision making.An upper grade reflects a job requiring coordination or supervision, and a lower grade reflects non-coordinating jobs. A- positivist or defined decisions. Jobs are performed with limited training for grade A, and employees, such as unskilled workers, decide when and how fast to execute tasks. B, lower- Automatic or operative decisions B, upper- Coordinating, automatic decisions. Theory or systems knowledge for grade B is not required, though employees, such as semi-skilled workers, can decide where and when to perform operations. C, lower- Routine decisionsC, upper- Coordinating, routine decisions Theory and/or systems knowledge for grade C is required, and employees, such as skilled workers or supervisory personnel, decide what h as to be donethrough knowledge and experiencefor deterministic outcomes . D, lower- Interpretive decisions D, upper- Coordinating, interpretive decisions Grade D involves middle managements ability to optimize resources through decision-making astir(predicate) processes and procedures with planning programs or budgets one year ahead. E, lower- Programming decisions E, upper- Coordinating, programming decisionsGrade E consists of senior managements cross-functional coordinationcoordinating many departmentsand strategic policy decisions made by top management, with plans made five years in advance. F, lower- Policy decisions F, upper- Coordinating, policy decisions Grade F consists of top management, such as a wit or CEO who manages organizational scope and goals. Comparison to Castellions Grading System 3. Patersons grading system is more reliable than Castellions grading system, based on a reliability study at the University of Zimbabwe. More students made errors in re-grading 18 jobs