Work Study and Job Evaluation Division
To assist Mangaung Metro Municipality in optimizing organizational structures, work systems and job structures, to assess value of the job within an organization, fostering a culture of fairness, efficiency, and continuous improvement that empowers both the organization and its people to thrive.
To enhance organizational effectiveness by systematically analyzing work processes, evaluating job roles, and ensuring fair, transparent, and equitable organizational, job structures. And to ensure fairness, equity and transparency in the way jobs are valued and compensated for within the organisation. It is about objectively assessing the roles responsibilities, skills required and impact on the organisation to determine relative worth We are committed to promoting efficiency, accountability, and employee satisfaction through evidence-based job evaluation practices, continuous improvement, and alignment with strategic goals.
Principles
- • Ensure all work study investigations and job evaluations are impartial, transparent, and equitable.
- • Promote streamlined work processes that maximize productivity.
- • Decisions are based on evidence, data, and standardized methodologies.
- • Regularly review and refine systems and organizational structure to adapt to MMM's needs.
- • Recognize the value of staff contributions and support their growth.
- • Ensuring work study and job evaluation outcomes support organizational goals, principles and the IDP.
- • Job evaluation should be fair and unbiased.
- • Jobs should be evaluated based on their relative value to the organization.
- • Evaluation criteria and processes should be consistent across jobs and departments.
- • The work study and job evaluation processes should be clear and understandable to all stakeholders.
- • Job evaluation and work study investigations should be on objective criteria minimizing personal biases.
- • Job evaluation criteria should be relevant to the job's responsibility and requirements.
Aims
Objectives
Management Structure & Key Roles
Role of Human Resources Management and Development
The Human Resources Management and Development (HRM&D) function is responsible for ensuring that the organisation attracts, develops, manages, and retains competent and capable employees, while strategically aligning workforce capabilities with the Municipality’s priorities and service delivery objectives.
HRM&D is collectively committed to advancing the Municipality’s strategic goals and overall mandate. Its functions are directed toward promoting organisational efficiency, ensuring legislative and regulatory compliance, strengthening institutional capacity, supporting innovation and technological advancement, and optimising the effective utilisation of human capital.
Through integrated human resource planning, sound policy development and implementation, performance management, employee wellness initiatives, and targeted skills development programmes, the function contributes directly to organisational stability, accountability, and long-term sustainability.
Overview of the Work Study and Job Evaluation Division
The Work Study and Job Evaluation Division constitutes a critical operational component within the Municipality’s organisational framework. Its core mandate is to support strategic and operational objectives, particularly in relation to macro- and micro-organisational structuring and restructuring, the creation and grading of position, functinal alignment, and the continuous improvement of work efficiency.
The Division function under the Directorates: Corporate Services within the Sub-Directorate: Human Resource Management and is responsible for the implementation of relevant programmes, policy excution, regulatory compliance, and operational oversight within its designated area of responsibility.
Through structured, systematic, and evidence-based job evaluation processes, the Division promotes fairness, transparency, consistency, and accountability in position management. It ensures that posts are appropriately desgined, graded, and aligned with organisational requirements, operational needs, and applicable legislative frameworks.
Through its specialised mandate, the Work Study Division plays a pivotal role in advancing good governance, enhancing organisational effectiveness, and fostering continuous improvement in municipal service delivery.
Integrated Development Plan for Corporate Services Directorate (IDP)
- The National Key Performance Area (NKPA) emphasizes Good Governance and Public Participation, ensuring that internal systems and processes support transparency, accountability, and citizen engagement.
- Under the Medium Term Development Plan (MTDP), Strategic Priority 3 focuses on building a Capable, Ethical, and Developmental State, reinforcing the Directorate’s role in strengthening institutional capacity and ethical leadership.
- The Integrated Urban Development Framework (IUDF) prioritizes Inclusion and Access, Growth, and Governance, guiding the Directorate to ensure that internal services are accessible, efficient, and aligned with broader urban development goals.
- The Free State Growth and Development Strategy (FSGDS) support the Directorate’s mission through its focus on Good Governance and Improved Quality of Life, enabling a well-managed and responsive municipal administration.
- The Circular 88 Reporting Reforms aim to strengthen Good Governance, enhancing the Directorate’s ability to monitor internal performance, implement reforms, and ensure compliance with governance standards.
- Sustainable Development Goal (SDG) 8 promotes inclusive and sustainable economic growth and decent work, aligning with the Directorate’s focus on human capital development and employment equity.
- Sustainable Development Goal (SDG) 17 emphasizes institutional partnerships and capacity building, supporting the Directorate’s role in fostering collaboration across departments and with external stakeholders.
- The Mangaung Strategic Integrated Development Plan (IDP) identifies Organisational Strength as a key objective, reinforcing the Directorate’s role in building a resilient, skilled, and well-supported municipal workforce.
Frequently Asked Questions
What are the roles and responsibilities of Work Study & Job Evaluation? +
- The Work Study & Job Evaluation Division is responsible for investigating, analysing, and making recommendations to ensure the optimal utilisation of organisational resource.
What is the process for a Work Study investigation? +
- The relevant Directorate identifies the need for a Work Study investigation.
- A formal request is submitted through the Head of Department (HOD).
- The request is forwarded to the HOD: Corporate Services for consideration
- The Work Study Division conducts the investion.
- A formal report with finding and recommendations is compiled.
Resource and Systems Investigations? +
Investigate and make recommendations regarding:
- Human resources.
- Equipment and materials.
- Systems and processes.
- Work procedures and standards.
- Work environment.
How these assistance benefit directorates/personal internally? +
The purpose of the work study investigations and recommendations and approval/disapproval by the relevant signatories into effect is to assist Directorates in archieving optimal efficiency, productivity, compliance, and effective service delivery. This includes assessing reporting lines, span of control, operational requirements, and alignment with the approved macro and microstructures through. To conduct investigations and provide recommendations on:
- Organisational structures.
- Functional structures.
- Establishment requirements of departments.
How to determine employess' functions and creation of job description? +
Where required, the Division determines employee functions and develops or reviews job documentation through Job Evaluation to determin Employee Functions and Job Deesign including:
- Creation and design of job profiles.
- Development of duty sheets.
- Identification of required competencies and skills.
- Determination of career pathing and progression outcomes.
- Assessment of applicable allowances.
- Development of performance management criteria
- Identification of safety requirements.
- Determination of physical requirements of the post.
How does an employee apply for a transport or casual allowance? +
An employee must first consult their immediate supervisor. Therefore, the relevant Directorate must formally engage the WOrk Study Division for guidance on the prescribed application process. No allowance will be implemented without:
- A formal assessment by the Work Study Division; and
- A written recommendation and approval in line with applicable policies and procedures.