5. Duration that resource A high value may point to recruitment and administrators acted in retention problems as well as need to per higher vacant posts during review the structuring and job design within the past 12 months (Total the human resource component. It provides days number of workdays acted ÷ a broad, basic measure of any staffing number of HR administrators challenges in the component work administrator that acted) JOB EVALUATION 6. % of posts on the % A high percentage points to an effective job establishment that have evaluation function in the department, whilst been evaluated in the past a lower value may be used as a base for 12 months improving the function. The interpretation of the value will depend on factors such as a large scale restructuring or the number of posts that must be evaluated in terms of the prescriptive framework 7. % of evaluation results that % A high percentage may indicate deficiencies were deviated from by the and inaccuracies in the job evaluation competent authority in the process or poor representation of the results past 12 months to the competent authority. The level of managerial and professional competence will have a bearing on the value 8. Average turn around time to weeks The descriptor provides a measure of the complete a job evaluation efficiency with which job evaluation is during the past 12 months conducted. Performance in respect of this descriptor may depend on the capacity of the job evaluation component and duration of the decision making process EMPLOYEE ENGAGEMENT 9. Average turn around time to months The higher the value, the less effective are fill vacancies in the the recruitment procedures in the department during the past department, which may result in the loss of 12 months candidates and a consequent negative impact on the capability of the component concerned. A lower value may indicate an effective recruitment procedure. This is allows to measure the percentage of posts filled within the prescribed time frame, and determine the gaps between the current state and the ideal time frame of filling vacancies 10. Annual turnover rate of staff % The descriptor indicates what percentage of in the department (Number the workforce has left the department for of staff losses/exits during any reason. Representing staff losses due the past 12 months ÷ total to voluntary and involuntary exits (including number of employees transfers) the descriptor is a useful metric employed x 100) for analysing the reasons for and trends in staff losses for purposes of developing corrective strategies
5. Duration that resource administrators acted in higher vacant posts during the past 12 months (Total number of workdays acted ÷ number of HR administrators that acted) work days per administrator A high value may point to recruitment and retention problems as well as need to review the structuring and job design within the human resource component. It provides a broad, basic measure of any staffing challenges in the component JOB EVALUATION 6. % of posts on the establishment that have been evaluated in the past 12 months % A high percentage points to an effective job evaluation function in the department, whilst a lower value may be used as a base for improving the function. The interpretation of the value will depend on factors such as a large scale restructuring or the number of posts that must be evaluated in terms of the prescriptive framework 7. % of evaluation results that were deviated from by the competent authority in the past 12 months % A high percentage may indicate deficiencies and inaccuracies in the job evaluation process or poor representation of the results to the competent authority. The level of managerial and professional competence will have a bearing on the value 8. Average turn around time to complete a job evaluation during the past 12 months weeks The descriptor provides a measure of the efficiency with which job evaluation is conducted. Performance in respect of this descriptor may depend on the capacity of the job evaluation component and duration of the decision making process EMPLOYEE ENGAGEMENT 9. Average turn around time to fill vacancies in the department during the past 12 months months The higher the value, the less effective are the recruitment procedures in the department, which may result in the loss of candidates and a consequent negative impact on the capability of the component concerned. A lower value may indicate an effective recruitment procedure. This is allows to measure the percentage of posts filled within the prescribed time frame, and determine the gaps between the current state and the ideal time frame of filling vacancies 10. Annual turnover rate of staff in the department (Number of staff losses/exits during the past 12 months ÷ total number of employees employed x 100) % The descriptor indicates what percentage of the workforce has left the department for any reason. Representing staff losses due to voluntary and involuntary exits (including transfers) the descriptor is a useful metric for analysing the reasons for and trends in staff losses for purposes of developing corrective strategies
14_1_1_p_29_02_2016_Assessment%20instr.docx