Position Evaluation

Title:________________________Sector:________________ Location:_______________
1. Supervision/ Management of People: ( 7 Level )
(Degree of Supervision)

Little or No Supervisory.
Some supervisory responsibility for temporarily assigned tasks.
Direct supervision of at least one employee in one identifiable area.
Supervision/Management of a group of employees working in the same general area.
Management of more than one group of employees carrying out different tasks in the same general type of work.
Planning, co-ordination and management of groups of employees carrying out work across a wide range of different activities.
Planning, co-ordination and management of groups carrying out work across a range of major functions.

2. Management Know How & Skills: ( 8 Level )

Degree of Knowledge, Skill and Experience: Depth & Range of Know-How, Planning & Organizing and Communicating &
Influencing ('Human Relations Skills)

Variety of tasks can be done without close supervision - Few options to change the rules - Getting close supervision only in performing new task.
Range of tasks where Specialist skills or knowledge can be used - The outputs from the job indicate the productivity of the position.
Responsible of how to do the work according to the procedures - Tasks relatively complex.
Technically sufficient to organize the work - Regularly deals with complex work - Have impact on organizational or procedural or policy context of the
work unit.
Has the knowledge and the experience to be a referral for others, complex work output has impact organizational; procedural or policy context within
the section/department.
The work is more concerned with integrating outputs from activities started by others, not necessarily managerial, work at an authoritative level.
Specialized technical / expert jobs can operate at this level without any supervisory or managerial content.
Position holder has the full knowledge and the experience to know how to make it happen in organization terms. Job output has significant impact on
development policy
Position requires high level capability and managerial work, focuses in policy not in completing task process, unique technical, specialist capability at a
wide expert level Making it happen

3. Creativity and Innovation: ( 7 Level )

Degree of innovative and imaginative responses to issues and in the resolution of problems required by the position

Position doesnt require creativity or innovatory thinking

Position requires an occasional creative skills to deal with routine problems as work largely regulated by laid down procedures
Creativity is a feature of the job, exercised within general framework of recognized procedures.
Creativity and innovation are essential to perform the assigned tasks exercised within general guideline.
Work requires a range of imaginative solutions or responses and involves application of innovatory thinking.
Work requires creative and innovation input in many different subjects and expertise. Imaginative thinking is not limited by defined policies.
Work carried out in challenging situations frequently require innovatory response on different subjects which have extensive policy

4. Initiative & Independence: ( 10 Level )

Freedom to Act

Works under close supervision - Receives detailed instruction and procedures - Transfer all difficulties/questions to the supervisor to solve it.
Works under frequent supervision - Work well defined with limited independence to modify work routines - Able to arrange work priority - Excluding
the routine difficulties/questions the rest of them transferred to supervisor to solve it.
Works under less frequent supervision - Work is defined by standard practice and established procedures - Able to make tasks priority and decides the
required additional information - Transfer only major problems to supervisor to solve it.
Works under infrequent supervision - Standard practices are followed for the most part - Able to adjust own work schedule - Problems solutions are
discussed with supervisor.
Work under occasional supervision - Proceeds on own when majority of duties are defined by general instructions, established methods or clearly
precedents.
Work fairly independently - Proceeds within general guidelines and instructions or where a clearly defined precedent does not exist.
Work within general direction and guidance. Plans and carries out details of procedures to attain definite objectives - Takes action in the application of
policies or standards widely accepted within the occupation or profession.
1

Works with little direction - Plans assignments at the area/unit level - Makes operational changes to solve problems to enhance the area/unit activity Positions have a lead role in the development of administrative Department policies and regulations.
Works independently on general assignments - Plans and carries out wide assignments of a major Department often involving other related
activities/disciplines. Take actions without reference to superiors except when policy changes are required, major investments are involved or longterm programs are affected.
Works independently on wide administrative and policy making activities - Plans and carries out major programs and plans of the entire Organization.
Employees work is checked only through consultation and agreement with others. Typically does not receive directions on a regular basis.

5. Contacts and Relationships: ( 8 Level )

Degree of personal contact and appraises the nature of the relationships with other people which are required to be maintained by
the post holder

Clear data/information - Routine contacts

Develop well established Contacts/Relationships to provide readily available information; assistance or occasionally dealing with issues where the
outcome may not be straightforward.
Non-continues outside Contacts/Relationships for advice, assessment, or delivering more effective support in not straightforward outcomes.
Outcomes are not clear, contacts to make assessment, planning and evaluating. Some authority in the work area is required
Matters likely to be complex requiring support, persuasion and sensitivity in the work within the guidelines - The outcome will have material effect on
the services and organizations contacted parties.
Range of complex matters requiring support, persuasion, advocacy and sensitivity within the guidelines
Regularly deals with complex matters requiring a high degree of support, persuasion, advocacy and an awareness of organizations major policy
objectives. The outcome will have a basic affection on the organizations or the contact. May act on the behalf of the organization
Advising the Organization on high level complex matters with major involvement of organization contacted parties (CONSULTANT) or require a
responsibility to act on behalf of the Organization to make an action involving a strong impact on resources.

6. Decisions Discretion: ( 6 Level )

Assess the need to make choices, the accountability for the outcome, the constraints upon decisions and the availability of
guidelines, advice, precedents, regulations and procedures which will determine the extent of discretion.

Little freedom to act work clearly defined by rules and procedures.

Decisions chosen from range of established alternatives.
Work is carried out within programs and objectives where advice is not normally available and/or decisions where policy, procedures and working
standards provide only general guidelines.
Decisions which lead to the setting of working standards and/or leading to changes in important procedures or service practices.
Has a major responsibility for monitoring and evaluating important policy, service practices, provision affecting the whole service and making
recommendations for change and for managing their implementation.
Has a continuing responsibility for reviewing important policy, service practices, provision affecting the whole Organization and making
recommendations for changes, managing the implementation and following up and dealing with the implications of the changes.

7. Decisions Consequences: ( 4 Level )

Assess the nature of the consequences or outcome of the decisions which will be considered in terms of the effect upon people,
property, finance, budgets, policies, objectives, targets, etc.

Decisions which have a limited and short-term effect on employees beyond immediate colleagues. Effects of decisions would be quickly known and
readily amended if necessary.
Decisions which have a material effect on the internal operations of the posts own or other departments.
Decisions which have significant implications for the work execution or significant effects on employees related work field.
Decisions which have a major impact on the Organization policies and activities across a number of departments or on large numbers of people or on
organizations in receipt of the Organizations services.

8. Resources / Responsibility: ( 5 Level )

Assesses personal and identifiable accountability for physical and financial resources including those of clients.

Little or no responsibility for physical or financial resources.

Level (2)
Level (3)
Level (4)
Level (5)

9. Work Demands: ( 5 Level )

Considers the impact of deadlines, the frequency and suddenness of demands for changes between work, communication
problems, and the resolution of conflicting resource needs and priorities on the work of the post holder

Work where tasks are interchanged but the program of tasks is not normally interrupted.
Work subject to interruption to the program of tasks but not involving any significant change to the program.
2

Work subject to deadlines involving changing problems, circumstances or demand.

Work subject to deadlines involving frequently changing circumstances and conflicting priorities.
Work subject to constant change and the management of conflicting priorities and deadlines.

10. Physical Demands: ( 4 Level )

Considers the amount and continuity of physical effort required.

Work requiring normal physical effort.

Work requiring normal physical effort with periods of substantial effort; or normal physical effort occasionally in awkward postures: or prolonged
effort in a constrained position involving considerable manual dexterity.
Work requiring substantial physical effort with short periods of intense physical effort; or normal physical effort regularly in awkward postures.
Work regularly requiring intense physical effort; or lengthy periods of substantial physical effort in awkward postures.

11. Mental Demands: ( 5 Level )

Level and frequency of concentration, alertness and attention required for the job.

The duties of the job are such need concentration only on the tasks in hand.
Deadlines are assigned. Concentration on the days workload has to be finished that day.
Accuracy is required in repetitive activity. Concentration required to deal with a new demand and then, later, complete the current task on daily basis.
Concentration daily on 2 or 3 different types of activity. This level is in the area of time management, where the JH may well not be told to change
priorities and the JH has to assess the relative urgency and weight of the tasks to hand.
A range of different tasks implies the JH has to switch between more than 3 diverse activities. Much of the work is focused on accuracy, on completion
and a break in concentration could put successful task completion at risk. A function manager would have to apply high level time management skills
to achieve his overall objectives.

12. Working Conditions: ( 4 Level )

Assesses the difficulty of working conditions.

Work normally performed in a lit and ventilated indoor environment; may be exposed to occasional noise or outside conditions.
Work includes significant elements of inside or outside work involving some exposure to moderate noise, heat, cold, disagreeable or difficult
surroundings/conditions.
Majority of work performed outside involving exposure to all weather conditions or exposure inside or outside to considerable noise or dirty or
difficult or disagreeable and unpleasant surroundings/conditions.
Working continuously outside involving exposure to all weather conditions or exposure inside or outside to continuous noise or work in dirty or very
disagreeable and unpleasant surroundings/conditions.

13. Knowledge and Skills (Mental & Physical) : ( 7 Level )

Measures knowledge and skills, in their broadest sense, in relation to the work or discipline required by any job covered by the
Scheme.

Ability to undertake work consistent with a basic knowledge and skills requirement, which involves a limited range of tasks.
Ability to undertake work consistent with a comparatively basic knowledge and skills requirement, which encompasses a range of tasks involving
application of readily understood rules, procedures or techniques.
Ability to undertake work concerning more involved tasks confined to one function or area of activity, which requires a good standard of practical
knowledge and skills in that area of activity.
Ability to undertake work of a variety of advanced tasks, confined to one function or area of activity, which requires detailed knowledge and skills in a
specialist discipline.
Ability to undertake work of a range of advanced activities either to apply more than one function which requires detailed knowledge and skills in a
specialist discipline or to apply one function which requires detailed knowledge and skills in more than one specialist discipline.
Ability to undertake work of a complex nature which requires EITHER Detailed knowledge and skills in a diverse range of specialist disciplines or
advanced/high level knowledge and skills in a specialist discipline.
Ability to undertake work of a more complex nature, which requires advanced/high level knowledge and skill across a range of specialist disciplines.
Ability to undertake work of a highly complex and diverse nature, which requires advanced/high level knowledge and skills in a range of specialist
disciplines.

14. Communication & Interpersonal Skills: ( 4 Level )

Assesses the Ability of communication both internal and external.

Position does not require communication or interpersonal skills internal or external to the organization.
Position requires to have a fair communication and interpersonal skill inside the organization.
Position requires to have a fair communication and interpersonal skill outside the organization.

Position requires to have a fair communication and interpersonal skill internal and external of the organization.

15. Bilinguality: ( 3 Level )

Assesses the ability of speaking Arabic and English.

Position requires good command of only Arabic language.

Position requires good command of only English language.
Position requires good command of both Arabic and English languages.

Name

Title

Signature

Date