Human Resources

Egyptian Promotors Center Factor 1; Knowledge & Experiences Job Evaluation System

Factor 1; Knowledge & Experiences

This factor measures the minimum level of knowledge
Less than frm 2 to 5 frm 5 to 8 frm 8 to frm 11 to frm 15 to More than
Years of Experiences 2 year years years 11 years 15 years 20 20 years
required to perform the job Duties satisfactory, and the level
of skills needed from a normal job holder
Level of Education A B C D E F G
Minimum Education Ability to
read & write
1 20 24 30 Scores for this factor is determined in accordance with

Completion of basic education

(9years of schooling)
2 30 37 46 55
Level of formal education and certification that is
-
Completion of secondary considered as minimum accepted level
3 38 46 55 65 75
education (12years of schooling)

Diploma of 2 years after

4 46 55 65 75 85 97 110
Years of work related experience that is considered as
secondary schooling
- minimum experience for the satisfactory performance of
Bachelor degree in a discipline the job duties
related to the job
5 55 65 75 85 97 110 125

Master degree or post-graduates

studies
6 65 75 85 97 110 125 140 Also additional skills are scored according to the factor table

Additional Abilities Additional Points Education and experience as defined in the job
* description should be checked to ensure that it is in line
High Speed Typing 12 with other jobs of the same level

Using Computer 15 When minimum job requirements are defined in the

* form of "either / or" then the two alternatives should be
High Level English Language 12 scored, and the higher alternatives should be considered

March 2006 Not Final

 Human Resources
Egyptian Promotors Center Factor 2; Responsibility for Actions Job Evaluation System

Factor 2; Responsibility for Actions

considerable on
Significant Heavy effect on This factor measures the relative value of
one or more Serious effect on Serious external
Effects of Actions & Minimum effect, Limited and within the work one or more
function, may the company, effect on the decision making and freedom for actions
Decisions Controllable controllable area, but
not easy
function, could
not controllable company
controllable not be controlled aspects of the job
controlled

Supervision Received A B C D E F G Two dimensions are measured for this purpose

Close detailed check

frequently
1 10 13 15 17 19 22 25
Degree, nature and frequency of
- supervision received by the higher level
worked checked in details on the job holder
when finished
2 13 16 18 20 23 26 30

complete review of basic

work elements
3 16 19 21 24 28 32 37

Consequences of actions and decisions

review of main points with
-
that should be taken by the job holder
respect with work 4 19 22 25 30 35 40 46
procedures

The identification of suitable degree on the

general review of completed vertical and horizontal dimensions of the table
work with respect to policies
5 22 25 30 36 43 50 57
should be done by exceptions; this means
checking the job for the definition of each
degree until having a degree definition
Review of achievements
6 25 29 35 44 53 62 72 exceeding the contents of the job. then the
with respect to targets
score of the degree before that one is selected.

March 2006 Not Final

 Human Resources
Egyptian Promotors Center Factor 3; Supervision Exercised Job Evaluation System

Factor 3;Supervision Exercised

Highest Level Skilled & senior Officers & Supervisors & This factor measures the supervisory
Workers & clerks Line Managers Operation Managers
Supervised clerks Specialists Section heads responsibilities of the job in accordance to;

Number of subordinates under the

A B C D E F 1) supervisory capacity of the job holder
Highest level of job supervises by the job
Number Supervised p f p f p f p f p f p f 2) holder
Type of supervision (Full / Partial)
1 to 3 1 3 6 4 7 5 9 6 11 8 15 10 20 3)

Full supervision means the full responsibility

4 to 7 2 4 8 5 9 6 11 8 14 9 18 12 24 for the work performance, personnel
* changes, disciplinary actions. It is credited for
the total number of employees over whom
8 to 12 3 5 10 6 12 7 14 9 17 11 22 authority is exercised
Partial Supervision is credited for the number
13 to 19 4 6 12 8 15 9 18 11 22 of employees over whom the position
exercises responsibility for limited phases of
* supervision (e.g. assignment and technical
follow up, advice and technical direction, etc.)
20 to 29 5 8 16 10 20 12 24

in case a position exercises both full & partial

more than 30 6 11 22 13 26 supervision, score is determined as follows;
*

* Determine score of number and level of fully

supervised subordinates.

* Determine score of total number supervised

(partially & fully) under the column of full
supervision

* the credited score will be the average of the

two scores.

March 2006 Not Final

 Factor 4; Mental Efforts

Factor 4; Mental Efforts

This factor measures the mental effort needed to deal with the job duties.
Dimensions of this Factor are;

a) Type of instructions / procedures or policies guiding the

performance of the job duties

A-1 Duties are simple, covered with clear, well defined instructions

A-2 Duties are performed according to established procedures

Duties need the selection among alternatives and methods that

A-3
were experienced in previous situations SCORING
A-4 Duties are guided by general directives.

A-5 Duties are performed within policies B-1 B-2 B-3 B-4 B-5

A-6 Duties need to search and think about, guided by functional objectives. A-1 4 6

A-2 9 12

b) Diversity of Duties; A-3 15 19 21

B-1 No diversification A-4 18 21 24

B-2 Minor Variation in duties A-5 20 24 27

B-3 Average degree of diversification A-6 28 30

B-4 Considerably varies duties.

B-5 Duties are diversified.

C-1 C-2 C-3 C-4 C-5 C-6

c) Need for innovation / creation / original thinking 0 3 6 10 14 18

C -1 Not existing

Needs to plan his own activities within a limited degree of flexibility

C -2
for a maximum of one day
within a general plan has to set priorities and schedule activities
C -3
for a maximum of one week
C -4 Has to determine his own plans based on assignments, objectives.

Has to use his judgment/ ideas to plan/ control the work of other
C -5
working groups.

C -6 has the initiate, suggest activities and create new work plans/ methods

EPC Confidential 07/11/2023 Page 4

 Human Resources
Egyptian Promotors Center Factor 5 ; Work Contacts Job Evaluation System

Next higher Middle Top

Highest level contacted Same level
Level Management Management
Factor 5; Work Contacts

Purpose of contacts A B C D This factor measures the importance and

difficulty in performing the basic contacts
Routine contacts regarding the day to day work 1 10 13 15 17 required to achieve the job objectives.

Exchange of information 2 13 16 18 20
For contacts with other department
*
(within the company), add 3 points
Take / give information / instructions 3 16 19 21 24

present ideas, get approval , maintain cooperation 4 19 22 25 30

For contacts outside the company,

*
multiply by 1.3
Coordinate activities 5 22 25 30 36

* Choose contacts that represent highest

Negotiate / convince others/ solve problems on major score
6 25 29 35 44
issues

March 2006 Not Final

 Human Resources
Egyptian Promotors Center Factor 6 ; Physical Effort Job Evaluation System

Percentage of time spent in exerting the physical efforts Factor 6; Physical Efforts

15% - 30 % of the 31% - 60 % of the over 60% of the

job total time job total time job total time This factor measures the relative weight of
physical efforts needed to perform the main
a b c duties of the job

Little, including standing, walking, or handling weights

of 2 - 8 Kg.
1 2 6 10

Only regular activities should be considered in

evaluating the physical efforts
Moderate, including pulling, pushing, handling
2 6 10 15
weights over 8 Kg to 15 Kg.

Significant, including bending, climbing, handling

3 10 15 23
weights over 15 KG

March 2006 Not Final

 Human Resources
Egyptian Promotors Center Factor 7 ; Working conditions Job Evaluation System

Percentage exposure time (at normal) Factor 7; Working Conditions

over 60% of This factor measures the conditions under the

15% 30% 60% the job total which the job should be performed and affect
time adversely the physical, mental well-being of the
a b c d job holder.

Exposed to one disagreeable element (e.g. heat, cold,

dust, noise, fumes, odors, dampness, etc.) with low to 1 1 2 3 5
average degree
* For office work, within clean, well organized,
conditioned workplace the score will be 3
Exposed to more than one disagreeable condition
2 2 5 8 12
with average to considerable degree.

* for additional scores will be added as

Exposed to several disagreeable elements with high illustrated
degree.
3 3 7 11 15

Hazards
Slight Moderate Great
Probability of Accidents
a b c
Extent of risk / hazards
Minor 1 0 3 6
Moderate to average 2 3 6 9
Heavy 3 6 12 18

March 2006 Not Final

 Grade Structure
Point Ranges (Cut off Points )

Cut off Points

Grade
From To

12 75

11 76 85

10 86 95

9 96 110

8 111 125

7 126 140

6 141 170

5 171 200

4 201 230

3 231 260

2 261 290

1 291 320
ure
ff Points )

Grade Range

10

10

15

15

15

30

30

30

30

30

30