JOB CONTENT % of Key Performance Areas (4 6) time Activities / Objectives / Tasks Results / Outcomes Competencies – Design, source, implement 40 Identify opportunities for Systems in place to review and manage systems and continuous improvement of organisational design structures processes for organisational organisational design systems and and processes. structure design processes. Organisational design is Design the methodology for job integrated into leading HR creation and job evaluation. practice across the institution Implement and manage the Engage with key institutional system and processes for job stakeholders on institutional job creation and job evaluation alignment Source appropriate tools and Engage with HR Practitioners systems and line management on job Implement methods and design strategies processes Job evaluation is a support tool Refine the job evaluation to support integrated approval process. organisational design Keep abreast of new processes. technologies and resources Facilitate the development of 20 Liaise with role players to Organisational architecture is the job families framework gather data related to job families clearly defined. and content Facilitate focus group sessions Organisational architecture for input into job families. meets the ERP system requirements. Job families, jobs and positions are defined across the institution Role players across the institution contribute to job family development. Maintain and Administer job 25 Gather all necessary The Job Evaluation Committee evaluations information from the HR Practitioner is scheduled on a monthly basis in respect of evaluations; to review all jobs received in that Coordinate the JE meetings; month; Facilitate the JE meetings; The Job Evaluation Committee Service the ratification has all the relevant information committee; relating to the job and the Obtain Management approval impact on/of similar jobs across for outcomes of JE’s; the Institution, as well as market Prepare schedule and relevant related data (where relevant); notes for HR Management All jobs submitted for job Committee for approval; gradings and benchmarking are
JOB CONTENT Key Performance Areas (4 – 6) % of time Activities / Objectives / Tasks Results / Outcomes Competencies Design, source, implement and manage systems and processes for organisational structure design 40 Identify opportunities for continuous improvement of organisational design systems and processes. Design the methodology for job creation and job evaluation. Implement and manage the system and processes for job creation and job evaluation Source appropriate tools and systems Implement methods and processes Refine the job evaluation approval process. Keep abreast of new technologies and resources Systems in place to review organisational design structures and processes. Organisational design is integrated into leading HR practice across the institution Engage with key institutional stakeholders on institutional job alignment Engage with HR Practitioners and line management on job design strategies Job evaluation is a support tool to support integrated organisational design processes. Facilitate the development of the job families framework and content 20 Liaise with role players to gather data related to job families Facilitate focus group sessions for input into job families. Organisational architecture is clearly defined. Organisational architecture meets the ERP system requirements. Job families, jobs and positions are defined across the institution Role players across the institution contribute to job family development. Maintain and Administer job evaluations 25 Gather all necessary information from the HR Practitioner in respect of evaluations; Coordinate the JE meetings; Facilitate the JE meetings; Service the ratification committee; Obtain Management approval for outcomes of JE’s; Prepare schedule and relevant notes for HR Management Committee for approval; The Job Evaluation Committee is scheduled on a monthly basis to review all jobs received in that month; The Job Evaluation Committee has all the relevant information relating to the job and the impact on/of similar jobs across the Institution, as well as market related data (where relevant); All jobs submitted for job gradings and benchmarking are
HR_OD_Specialist_JD_June13.docx