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JOB EVALUATION(Hay System)
Damascus
6 March/ 2012
Presenter:
Safwat Kabbani
04 March 2012 1
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04 March 2012 2
What is Job Evaluation (JE)?
Job evaluation is a system for logically and fairly ranking jobs inan organisation by comparing one job against a predeterminedscale.
Work with more complexity or responsibility should receive moreweight than work with less complexity or responsibility.
The JE evaluates the job, not the person doing it.
Emphasis on organisational reviews.
JE is JE is not
Comparative Absolute
Judgmental Scientific
Structured Unstructured
Job Centered Incumbent Focused
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04 March 2012 3
What is the Purpose of Evaluating a Job?
Internal equity and fairness.
To support an efficient and effective organisation structure.
Common job language and standards globally.
Support external benchmarking of job levels against the external
market to ensure competitive pay.
Legal, regulatory or trade union requirements where applicable.
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04 March 2012 4
What Do You Know About The Hay Method?
The most widely used and recognised method of job evaluation
in the world.
Three dimensions which feature in every job.
Appropriate level for each dimension is determined and scored.
Total score gives relative weight of the job in a company.
Know-How
INPUT
PROCESS
OUTPUT
Problem Solving
Accountability
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04 March 2012 5
The Hay Evaluation Factors
Three Charts Eight Judgement Factors
Know-How Job KnowledgeManagerial ScopeHuman Relation Skills
Problem Solving Thinking EnvironmentThinking Challenge
Accountability Freedom to ActImpactMagnitude
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Internal Checks Some Elements of Hay areHierarchical
04 March 2012 6
KH PS ACC
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04 March 2012 7
The Principle
Accountability
Jobs exist to achievean end result
Accountability
Problem Solving
Therefore, the job holderrequires a level of knowledgeand experience suitable forthe scale and complexity of
the deliverables
Know-How
Problem Solving
To achieve this, job holdersmust address problems,
create & analyse solutionsand apply judgement
1 32
Accountability
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04 March 2012
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Hay Translated to Job Group/Salary Group and Pay
$$$Hay
ScoreJob
GroupSalaryGroup
Job Evaluation Pay
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Job Weight
Know-how score +
Problem solving score +
Accountability score =Total score
Total score = Job Weight
Job Weight => Job Group => Salary Group=> Remuneration
04 March 2012 9
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JG/SG Bands
04 March 2012 10
X
Y
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04 March 2012 11
When to seek JE services?
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Organisation review
04 March 2012 12
5 Test Questions
Talent issue?
Has the job substantially
changed to warrant a review?Is it a permanent job?
Does the evaluation request
have the right support?Could the job be evaluated(slotted) by using Job
Ladders or Job Families?
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04 March 2012 13
5/5 Could the Job be Evaluated (Slotted) by Using JobLadder or Job Family?
Website
Ladder Family
Leader
RE JG Z
RE JG Y
RE JG X
RegionalManufacturing
Leader
Refinery X GM
JG X
Refinery Y GM
JG Y
Refinery Z GM
JG Z
GM = General Manager
RE = Reservoir Engineer
http://sww.shell.com/hr/professionals/functional_areas/job_evaluation/ladders_families/index.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/ladders_families/index.html8/2/2019 15-3-2012 hay method
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Can a position be benchmarked/slotted in anorganisational archetype?
04 March 2012 14
Archetype
RegionalManufacturing
Leader
GM = General Manager
Refinery X GM Refinery Y GM Refinery Z GM
Production Manager JG Z Production Manager JG Y Production Manager JG Y
Maintenance Manager JG Y Maintenance Manager JG X
HSSE-SD Manager JG X HSSE-SD Manager JG W
HSSE-SD Manager JG W
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04 March 2012 15
Example Business Need Governance
20%
50%
30
%
JG
3
4
5Department X 170 jobs inJG5-3
Agreement between
Business Line
HRiB/Skillpool Manager
JE
JE Accountability Matrix
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04 March 2012 16Date 04/03/2012 Enter document title in Footer (Insert > Header & Footer > Apply to All) 16
Q & A
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04 March 2012 17
What information is needed for JE? 1/2
Job Description & Organisation Chart
Job Title
Position Number
Purpose : High level statement on WHY the job exists
Relevant Dimensions:Dimensions over which the job has control or influence
Type of jobs impact (influence) on the dimension
Example: Budget, payroll accountability, Opex, Capex (in USD), proceeds (salesvolumes)
Organisation chart :Hierarchy
Reporting relationshipsIncluding Job Group details of supervisor/manager and peers; provide Salary Groupdetails if surrounding jobs have not yet been evaluated
Number of subordinates, staff in the team/organisation
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04 March 2012 18
What information is needed for JE? 2/2
Job Description & Organisation Chart
Key Accountabilities:
5-7 concise statements - relevant, not a long list necessary
Required Knowledge and Experience:
Type of education
Years and type of relevant experience - list of competencies is notadding value, possibly provide only 2-3 differentiatingcompetencies
Key Challenges:
Must be time/country specific - repeat of accountabilities notnecessary
Example of standard Job Description here
http://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.html8/2/2019 15-3-2012 hay method
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1. A new (additional) position
Is it the same/similar as an existing role?
YES => slot
NOIs the reporting line the same as peers? YES => slot
What is the JG (JGs) of peer(s) => slot
Is the content of the role different? NO => slot
Does the content of the role take elements away from otherpositions/peers around this role?
NO => slotYES => If these changes are significant then there is a case torefer the organisation unit for review by JE.
04 March 2012 19
http://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.html8/2/2019 15-3-2012 hay method
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CEOs Views
Can you recall the key elements of Peter Vosers view of EffectiveOrganisations that he expressed he would like to further embed inShell?
Some of Peter Vosers principles/views:
Fewer organisation levels.Speed up decision-making.
Single Point Accountability.
Commercial Impact.Less strategy and more doing/implementing.
04 March 2012 20
http://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.htmlhttp://sww.shell.com/hr/professionals/functional_areas/job_evaluation/organising/OrganisingJE_AdHoc_step2.html8/2/2019 15-3-2012 hay method
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04 March 2012 21
Y ORGANISATION
Team Manager 1JG 6
X FTE
Team Manager 2JG 6
X FTE
Team Manager 3JG 6
X FTE
Team Manager 4JG 6
X FTE
Team Manager 5JG 6
X FTE
Team Manager 6JG 6
X FTE
Team Manager 7JG 5
X FTE
Team Manager 8JG 5
X FTE
Senior Team Manager 1JG 4X FTE
Team Manager 9JG 6X FTE
Team Manager 10JG 6X FTE
Team Manager 11JG 6X FTE
Team Manager 12JG 6X FTE
Team Manager 13JG 6X FTE
Senior Team Manager 2JG 5
X FTE
Team Manager 14JG 6
X FTE
Team Manager 15JG 6
X FTE
Team Manager 16JG 6
X FTE
Team Manager 17JG 6
X FTE
Team Manager 18JG 6
X FTE
Senior Team Manager 3JG 5
X FTE
Operations Manager 1JG 3
X FTE
Team Manager 19JG 6
X FTE
Team Manager 20JG 6
X FTE
Team Manager 21JG 6
X FTE
Specialist 1
JG 5X FTE
Team Manager 22JG 6
X FTE
Team Manager 23JG 6
X FTE
Team Manager 24JG 6
X FTE
Specialist 2
JG 5X FTE
Operations Manager 2JG 4
X FTE
Team Manager 25JG 6
X FTE
Team Manager 26JG 6
X FTE
Senior Team Manager 4
JG 5X FTE
Team Manager 27JG 6
X FTE
Team Manager 28JG 6
X FTE
Senior Team Manager 5
JG 5X FTE
Operations Manager 3JG 4
X FTE
Process ManagerJG 2
X FTE
Example of Organisation Chart
Back
Shown JG levels are illustrative
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15-3-2012 hay method
22/22
Job Evaluation in further Support Roles
Although Job Evaluation should not be used to solve Pay, Talent orResourcing issues, JE is related to some activities in these areas:
Pay Benchmarking
JE supports the Pay Benchmarking process by reviewing andcalibrating marker/benchmark jobs in Shell & other companies.
Succession planning
JE can test the structure of an organisation for logicalsuccessor jobs of managerial jobs. But do not forget JE looksat jobs not people.
ResourcingJE can provide advice on appropriate job levels for internal andexternal resourcing, connected as well with required job
competencies.04 March 2012 22