The Paterson grading system is used to evaluate aspects of jobs.
The Paterson grading system is an analytical method of job evaluation, used predominantly in South Africa. It analyzes decision-making in job task performance or job descriptions, and sorts jobs into six groups that are graded and grouped into two to three sub-grades--such as stress factors, individual tolerance, length of job and number of job responsibilities--that correspond to organizational levels. The six grades, also called bands, define pay scales.
1. According to "Classification of Jobs into Levels of Work: Four Reliability Studies," at the University of Zimbabwe, the Paterson system places job decision-making into six groups or bands--policy making, programming, interpretive, routine, automatic and defined. These groups correspond to the following organizational levels--top management, senior management, middle management, junior management and skilled positions, semi-skilled positions and unskilled positions.
2. Comprised of grades A through F, Paterson's grading system is listed below with an explanation of the corresponding graded decision making. An upper grade reflects a job requiring coordination or supervision, and a lower grade reflects non-coordinating jobs.
A- Prescribed or defined decisions.
Jobs are performed with limited training for grade A, and employees, such as unskilled workers, decide when and how fast to execute tasks.
B, lower- Automatic or operative decisions
B, upper- Coordinating, automatic decisions.
Theory or systems knowledge for grade B is not required, though employees, such as semi-skilled workers, can decide where and when to perform operations.
C, lower- Routine decisions
C, upper- Coordinating, routine decisions
Theory and/or systems knowledge for grade C is required, and employees, such as skilled workers or supervisory personnel, decide... [continues]
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