IMPLEMENTATION OF THE TASK JOB EVALUATION SYSTEM

On July 2001, the Trade Union and employer parties in the South African Local Government Bargaining Council agreed to the implementation of the TASK Job Evaluation System in all Municipalities in South Africa.

Currently different systems of job evaluation exist in different municipalities. In newly amalgamated municipalities there may be a number of different systems through which jobs were previously evaluated. There is also such a variety of post names used in different municipalities that it is impossible to compare jobs from one to another. Having one system will mean that employers and employees will be in a better position to compare one municipality and its workforce with that of another. It will allow for:

• a consistent basis for pay and remuneration in which the relationships between jobs is systematic and transparent both within and between municipalities;
• clearer and consistent job descriptions and job titles/designation;
• a better understanding by employer and employees of the skills content of posts and therefore their education and training needs;
• a basis for understanding employment cost factors from one municipality to another.

TASK, which stands for “Tuned, Assessment of Skills and Knowledge”, is a system of job evaluation that uses defined skill levels and factors to grade all posts in the organisation thereby increasing objectivity and reliability within the process of grading posts. There are no complex calculations, complicated definitions or terminology. Terminology is clearly defined and procedures are standardised.

The TASK system was chosen because it was deemed appropriate for local government, it is universally applied, simple to use and easy to understand.

The TASK system is used extensively in a wide variety of organisations across the full economic sector in the country.

There are 26 grades in the system ranging from Grade 1 which is the lowest grade to Grade 26 which is the highest grade.

The TASK Factors are defined as:

COMPLEXITY    Measures the different levels of difficulty within the job.

KNOWLEDGE  Measures the amount of know-how required to perform the job competently.

INFLUENCE     Refers to extent of influence exercised inside and/or outside the organisation.

PRESSURE      Refers to mental/physical stresses inherent in the job. Physical pressure is measured at the Basic Skills Level.

Jobs are graded through a process of consensus by a trained Job Evaluation Committee. The Job Evaluation Committee will be composed of four employer representatives and four labour representatives being two from SAMWU and two from IMATU.

The Committee will operate on a full time basis during the implementation phase and continue to function thereafter as and when required. Committee members will be provided with full time release from their normal work duties to fully participate in the Job Evaluation process during the implementation phase.

The Principal Job Evaluation Committee is responsible for preparation, supervision, planning and implementation of the process of evaluation of jobs in its area of jurisdiction.

In order to complete the process of Job Evaluation the country has been divided up into Job Evaluation Regions. Each Metropolitan Council is automatically such a region. Other municipalities have been brought together under Job Evaluation Regions decided by the SALGBC. These may cover one District Area or a combination of District Areas.

Every Job Evaluation Region will have a Job Evaluation Manager to mange the process and each region will have a Principal Job Evaluation Committee.

A Job Evaluation Region may set up a Subsidiary Job Evaluation Committee where the volume of work in a single Job Evaluation Region requires an additional committee to finalise the work within 18 months.

To ensure that the TASK System is implemented consistently across the country a National Moderation Commission has been established. The Moderation Commission has overall responsibility for the supervision of the implementation phase but is accountable to the SALGBC Executive Committee in terms of such rules as the Executive Committee may determine. This commission will be composed of five representatives of SALGA, three representatives of SAMWU and two representatives of IMATU.

The Job Evaluation Committee will evaluate the posts based on the approved organograms and job descriptions written in the TASK format. In the process of the evaluation of posts on the TASK system, the job incumbent/s and the respective management may be interviewed by the Job Evaluation Committee to confirm and/or clarify any issues relating to the post being graded.

Results of the Job Evaluation Committee will be submitted to a Moderation Commission for final approval. Once agreement on the pay scales has been reached the respective municipality will publish the results of the new grade and pay rate of all posts in the municipality in a TASK Results Circular.

Any individual or group of individuals may appeal against the initial TASK grade within six (6) weeks of publication of the TASK Results Circular.

Provincial Job Evaluation Appeals Commission shall be established on the same terms as the Principal Job Evaluation Committee.

It is the objective of the SALGBC to complete the implementation of the TASK Job Evaluation System nationally within a period of 18 months.

The Executive Committee on 22/23 August 2002 adopted the roll-out program as proposed by SALGA.

It was agreed that 28 Job Evaluation Regions be established.

IMPLEMENTATION PROCESS

• The Job Evaluation Committee comprising of four management and four trade union representatives, and a number of alternative representatives, to be trained in the use of the TASK Job Evaluation System.
• Names of the Job Evaluation Committee representatives must be submitted to the Bargaining Council requesting for them to be trained.
• Organograms must be finalised and must reflect the Post Identification Numbers thereon.
• Staff Placement Process must be complete before the evaluation process commences.
• Computerised establishment reflecting all posts, locations and Post Identification Numbers must be created.
• Where necessary management must be trained in writing up job descriptions in the TASK format.
• Writing up of Job Descriptions. All Job Descriptions to reflect Post Identification Numbers.
• Evaluation Process commences – In the process of evaluating posts on the new system the job incumbent/s and the respective management may be interviewed by the Committee to confirm and/or clarify any issues relating to the post being evaluated.
• The Job Evaluation Manager must establish a database in order that the information from the evaluation process may be downloaded onto a database which will be used for electronically submitting information to the Moderation Commission. This database will enable you to electronically print your Circular and Letters to staff regarding TASK.
• Prior to the commencement of the evaluation of a department, Senior Management must give an overview of the functions of that department to the Job Evaluation Committee.
• Publication of results by the Job Evaluation Manager. Employees shall be issued with a letter indicating their new TASK grade and salary particulars as and when the Moderation Commission finalises the evaluation of posts.
• Appeals – Employees may request an Appeal of their TASK grade level within 6 weeks following the publication of the TASK results circular.