OptiHR - Job Evaluation and Grading

“Optimizing productivity through innovation”

SUPPORTING STRATEGIES

OptiHR FZ LLC | www.optihr.ae | [email protected] | +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

JOB EVALUATION & GRADING COMPENSATION & BENEFITS PERFORMANCE MANAGEMENT

A cornerstone to any successful organization is establishing organizational hierarchy though Job evaluation and Grading - the process of determining as objectively as possible, the worth of a job to an organization.

A well designed compensation and benefit framework is fundamental to establishing equity amongst an organizations employees. It plays a key role in an organizations strategy to attract, retain and motivate.

Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

OBJECTIVE‣ Provide a basis to better determine hierarchical levels within the

Group/Organization.‣ Produce the information required to design and maintain an

equitable and defensible grade and pay-scale structure.‣ Create platform of internal equity to assist and improve

business performance & Profitability

OBJECTIVE‣ Internal Equity: Same pay for same work‣ External Equity: Same pay for same work within comparator

organization‣ People Equity: Individual employee recognition

OBJECTIVEThe key to any performance management system is to ensure individual and department objectives or goals are aligned to those of the organization.

OptiHR specialize in the implementation of Organization Grading Frameworks which are flexible and easily tailored to suit the business, economical on management time and easily understood by all levels in the organization.

OptiHR consultants have extensive experience in the formulation of compensation frameworks which are appropriate to the culture, characteristics and needs of the organization and its employees.

OptiHR's Performance Scorecard is a robust program which captures and translates organizational vision, values and purpose into a highly effective departmental and individual performance management system.

KEY BENEFITS:‣ Allow employees to gain a sense of how they can progress in

the organization‣ Gain employee confidence & trust through fair and objective

application

KEY BENEFITS‣ Facilitate the management of relativities, achievement of equity,

and transparency in managing pay.‣ Equip management with an appropriate tool to assist with

decisions related to Salary & Benefit entitlement.

KEY BENEFITS‣ Enhance performance by focusing on organizational goals, key

behaviors and competencies required to perform our roles,‣ Provide on-going feedback on employees performance by

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.

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)

FFU TOP MANAGEMENT

Board ExecutivesF

FL

TOP MANAGEMENT

Board Executives

EEU Executive Director

EEL Directors

DDU Project Manager

DDL Construction Manager

CCU Section Engineer

CCL Site Engineer

BBU Foreman

BBL Operators

A AAsst Operators

General Labour

GRADING: STEP 3 - ANALYSIS


EXECUTIVE MANAGEMENTStrategic Execution/Long Term Planning

TOP MANAGEMENTStrategic Business Direction

SNR/MIDDLE MANAGEMENTInterpretive/Tactical Management

ADVANCED OPERATIONALRoutine/Process/Systems

OPERATIONALAutomatic/Operative/Sub System

BASIC SKILLSDefined/Primary Skills

PATERSON - DECISION BAND

FFU TOP MANAGEMENT

Board ExecutivesF

FL

TOP MANAGEMENT

Board Executives

EEU Executive Director

EEL Directors

DDU Functional Managers

DDL Line Manager

CCU Section Heads

CCL Supervisors

BBU Adv. Operatives

BBL Operatives

A AAsst Operatives

General Labour

ORGANIZATION LADDER (TYP) ESTABLISH PAYMENT NORMS

INTEGRATED FRAMEWORK: GRADE vs PAY & BENEFITS


ORGANIZATION HIERARCHY

FU F5TOP MANAGEMENT

Board Executives

FU F4 TOP MANAGEMENT

Board ExecutivesFLF3

TOP MANAGEMENT

Board ExecutivesFL F2

TOP MANAGEMENT

Board ExecutivesFLF1

TOP MANAGEMENT

Board Executives

EU E5Executive DirectorEU E4 Executive Director

ELE3

DirectorsEL E2 DirectorsELE1

Directors

DU D5 Project ManagerDU D4 Project Manager

DLD3

Construction ManagerDL D2 Construction ManagerDLD1

Construction Manager

CU C5 Section EngineerCU C4 Section Engineer

CLC3

Site EngineerCL C2 Site EngineerCLC1

Site Engineer

BU B5 ForemanBU B4 Foreman

BLB3

OperatorsBL B2 OperatorsBLB1

Operators

AA3 Asst Operators

General LabourA A2

Asst Operators

General LabourA

A1

Asst Operators

General Labour

FUNCTIONAL LADDER (TYP) SALARY & BENEFIT ENTITLEMENT

Max! -Mean! -Min! -

F"

E"

Job"Allowable"(JI)""

Job"Rela0ons"(JR)"

Job"Method"(JM)"

Job"Instruc0on"(JI)"

PROD

UCTI

VITY

REP

ORTI

NG

Establish Systems

Define Program

Monitor Productivity

Set Direction

Supervise Activities

Execute Tasks

COMPANIESCOMPANIES TRAINING WITHIN INDUSTRY

JOB EVALUATION & GRADING

COMPENSATION & BENEFITS

PERFORMANCE SCORECARD

2500 WorkforceConstruction, MEP, Coatings

55,000 WorkforceBuilding, MEP

15,000 WorkforceBuilding, Precast, MEP,

Ceilings & Partitions, Fit-Out

75,000 Workforce Building, Civil,

Manufacturing, Trading, Aviation, Plant & Equipment,

Marine, Catering

CLIENTS & EXPERIENCE


Documents

OptiHR - Job Evaluation and Grading