Job Evalutation Systems
Deloitte Consulting (Pty) Ltd is the sole proprietor of and holds all intellectual property and other rights related to the Peromnes® and T.A.S.K.® job evaluation systems; including the provision of associated consulting services. Given this proprietary status, no other service provider or organisation is permitted to license or provide consulting services in relation to the Peromnes® or T.A.S.K.® job evaluation systems.
The Peromnes® and T.A.S.K.® job evaluation systems are available on web-based technology for ease of use and associated reporting. The functionality of the systems ensures that each time a job is graded; a grading session is recorded in the software. Each session is individually captured for future reference purposes and additional supporting information and notes can be recorded and stored.
Numerous reports are available; including detailed evaluation audit trails per grading session, as well as grade matrix reports and grade ranking reports. The audit trails for positions evaluated can be retrieved, should they be required.
Deloitte has also recently launched a similar computerised Paterson job evaluation system as an additional offering for clients who would like to use this methodology.
Peromnes® is one of the most widely used job evaluation systems in Southern Africa. It was computerised in 1995 and the web-based version released in 2015.
A widely applicable job evaluation system; the Peromnes® system identifies and measures levels of job complexity from a number of perspectives and is specifically designed to give equal weight to all types and all levels of positions.
The system has been used over many years for the evaluation of highly specialised and unique positions within all types of commercial, industrial and academic organisations in both the public and private sectors. No significant bias for or against any particular type or category of position has ever been detected.
The Peromnes® methodology evaluates and scores jobs in terms of either six or eight factors. The factors appear as a standardised rating scale
Specific terminology and definitions are applied to each factor; the process requires the evaluator to establish a score per factor based on an understanding of the work.
T.A.S.K® (the Tuned Assessment of Skills and Knowledge) was originally developed in the early 1980’s, computerised in 1995 and available in a web-based version as of 2013.
This job evaluation system is widely used in South Africa in the grading of non-executive jobs, across all industries.
The appeal of this job evaluation system also lies in the one-on-one correlations of T.A.S.K.® grades to Paterson grades, its transparent scoring system and the availability of salary survey data for T.A.S.K.® and Paterson grades.
The T.A.S.K.® job evaluation system is a skills-based system system; whereby a natural progression of the acquisition of skills is emphasised throughout the grading process.
The grading process requires 5 broad skill levels to be established, thereafter each skill level is graded using four factors in accordance with guidelines and points values.
Each of the 4 factors is scored on a rating scale per skill level (I-V).
The Paterson Job Evaluation System was developed by Dr. T. T. Paterson in Scotland. He examined the characteristics of work and pay, the primary focus of the job evaluation system is to relate these two aspects of productivity in a way which both management and workers find reasonable, equitable and fair.
Paterson has become a widely used system of job evaluation and has been implemented in organisations, spanning every sector.
Should you require additional information on the Job Evaluation systems that Deloitte has to offer, please contact:
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She has hands on experience, over a period of 22 years in implementing and working with all three of these Job Evaluation methodologies; both within industry and as a consultant. Given this dual perspective, she will be able to advise and assist you appropriately.