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HR Ad hoc information communication kit

Why job evaluation?

• To determine job weight in a systematic way, using an instru ment: the job eval-
uation method

•To determine relative weight of each job being evaluated independently and put
in a cluster for grading

•To put job role and importance in an objective way

•To differentiate job from job holder and assign value for both

How job evaluation is done?

• Job information collected from job holders and cross checked at different levels
including a panel organized from job holders, immediate supervisors and second
level supervisors, commonly Officers and Managers presented for evaluation team

• Evaluation team is organized from all job domain, Network, Commercial, IS and
Support and chaired by CHRO

•HAY job evaluation methodology is used for analysis and evaluation

What HAY job evaluation method is about?

HAY job evaluation is a method:

• Established in 1943 by Edward (Ned) Hay

• Continually updated and developed

• Applied by both public and private organizations

• Used to evaluate millions of jobs at all levels and in all sectors across the

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world in 90+ countries

• Based on a credible, simple and coherent model of the characteristics of differ-

ent levels of work

• Sensitive in measuring job differences

• Enables comparison of dissimilar jobs

• Provides an analytical method which, in principle, satisfies equal value law

• Provides a rating of differences, not just ranking

• Flexible and able to cope with change

• Recognizes the criticality to business of the concept of accountability

• Recognizes and assesses job content and context

What HAY job evaluation method is about?

• HAY has three dimensions expressed as input, process and output

• Input is represented as ‘Know-How”, process and ‘Problem Solving’ and output as ‘Account-
ability

• Jobs with the same job evaluation may have different values for either of these dimensions
so that these jobs are not the same

• Being classified in the same class may not have the same job value

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Salary Structure rollout
• All employees’ salary is the result of their professional development and service period

• Their salary history need to be kept regardless of the amount

• Employees who are below the threshold value will move to threshold keeping their historic
difference with lesser magnitude

• Employees above the threshold also shall get value change to maintain their salary history

• This structure will be used for global salary change (annual increment and market adjust-
ment) and individual salary change (promotion, career progression and other interventions to
promote performance and key position/ person for retention)

• Each intervention will have their respective properties so that their management and inter-
vention follow its specificities

About Career path?

- Under ethio telecom context, career path is a tool that illustrates career options within
ethio telecom to

• Identify potential paths employees may take in their career

•Describe the work performed in each position

•Demonstrate how employees should prepare to occupy a job by creating an environment

where by employees can develop themselves holistically (Values, Beliefs, Abilities, SKA)
and account for knowledge based corporate development

•create organizational long-term capability by working on critical gaps such as lack of

self-awareness and self-evaluation, dependency mentality, ownership, lack of courage
to challenge ideas, and lack of dynamism and continuous improvement through develop
ment and maturity process.

Career path development?

• Career path is developed by participation of job owners through their career correspon-
dents

• Each job family is represented at least by one career correspondent

• Career correspondents under each domain worked as a team and presented their develop-
ment and get consent from their job owners (Division heads and team)

• Constituting components like referential jobs with its mission, key activities and required

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competencies are developed by the team

• Career relationship between developed referential jobs is cross-checked for consistency

• Competency assessment shall be conducted to reflect gap for employee to conduct self-de-
velopment and ethio telecom for development program design

Career progression?
• Career progression is the movement of an employee from sub band to sub band as per the
job’s career ladder level definition

• It happens on the same job title which will have acceptable difference in contribution be-
cause of employee development and performance

• Differentiation between titles over different levels will be represented by career prefix as-
sociated to each level

• Service period over each career level, competency level and performance will be major cri-
teria for an employee to move along career ladder while percentage composition and appli-
cation period shall be defined on operational procedure.

Does the implemented salary structure have Career progres-

sion in it?
• Implemented salary structure is a platform for career progression, but there is no career
progression implemented yet

• Career progression shall be applied in the 2nd quarter of 2017/2018 fiscal year

• Stated sub band is a grade to represent job value. It is not a career progression by itself

Human Resources Division

July, 2018