It is the responsibility of the Supervisor / Manager to review the role and PD for consistency and provide the Remuneration Team with an updated PD for evaluation prior to advertising.
All non-casual positions that are new to the area must be evaluated. If the position (or a similar position) exists within the University, a consistent approach is required. The position description (PD) is reviewed to ensure the responsibilities are the same.
Where the position has not been formally evaluated in the previous five years or where there are changes to the requirements of the position, the position must be evaluated.
Forward the positions description to the central mail box: HRPositionDescriptions@unisa.edu.au.
The Remuneration Team will assign an evaluator. New positions will normally be assessed within 7 working days; and a reclassification of a position approximately 20 days, depending on complexity.
Where a PD requires an urgent evaluation, please contact a Consultant in the Remuneration Team who will indicate when a classification outcome can be expected.
It is important that participants in the job evaluation process have a clear understanding of the steps involved, the indicative timeframes and the responsibilities of each party:
It is the responsibility of the Local PTC staff member to:
It is the responsibility of the Remuneration Team to:
It is the responsibility of the Cost Centre Manager to:
It is the responsibility of the Supervisor / Manager to:
The local PTC staff member and Supervisor / Manager and / or Cost Centre Manager develop a new position description (PD), and update the organisational structure chart. Where a vacant position has not been formally evaluated in the previous five years or where there are changes to the requirements and / or responsibility of the position, the role must be reviewed and the PD updated.
The local PTC staff member and Remuneration Team can provide advice about the area’s organisational structure and the design of positions. The outcome of the evaluation process relies heavily on the accuracy of the PD supplied to the Remuneration Team.
The local PTC staff member forwards the PD, organisational structure chart and any supporting documentation to the Remuneration Team for evaluation, such as copies of related and similar PDs across the University. Comparison to similar positions in the University plays a significant role in ensuring equity in the classification outcome of the position. When comparing like positions, consideration will be given to the complexity and size of the work unit, the level of responsibility, autonomy and knowledge and skills required of the role.
The organisational structure chart is a necessary element in job evaluation as it shows the position in relation to other positions in the local area and University as well as the reporting structures.
Trained evaluators in the Remuneration Team/PTC Unit will review the documentation and may request further clarification from the local PTC staff manager, supervisor/manager and other relevant staff as required. Delays in the evaluation process can occur due to poorly written PDs and a lack of information.
For this reason local PTC staff member are encouraged to submit PDs for evaluation in advance of the proposed advertising date to avoid delays.
Positions and classifications that have potential to cause University wide implications will be distributed and discussed with other local PTC staff. Consistency across the University will be achieved where possible.
External remuneration benchmarking and advice will be provided by the Remuneration Team as required (e.g. HEO10 and above).
The Remuneration Team will advise the local PTC staff member of the classification and may provide feedback on the PD.
If the local area disagrees with the classification determined by the Remuneration Team, the Executive Director: PTC (or nominee) will hold discussions with the relevant supervisor/manager to ensure there is consistency with the classification and the PD.