There is an urgent need to define various words and expressions.

To achieve this purpose a Glossary is in the process of being compiled.

Any suggestions or comments would be much appreciated.

Work Science Institute of South Africa

 Glossary (in process of being developed)

Concept/s Definition Statutes
Accountability Individuals required to account for actual outputs delivered against required job deliverables, by work process level(s)
Delegation Assigns work to individuals with freedom to act within scope of an assigned level within work process structure.
Differential Job Cost  Progressive affordable cost of jobs to the business 
Differential Job Value Progressive levels of value to be added by jobs. 
Differential Job Worth Progressive levels of job worth within work process structure 
Disproportionate Income Differentials Incorrect application of rules of pay structuring (see Proportionate Income Differentials)  Section 27 Employment Equity Act
Empowerment Provides individuals with opportunities and commensurate authority to work at particular work process structure level – ‘freedom to act’ (see delegation) 
External Parity Compares jobs to equivalent jobs within the labour market 
Governance Control of all operational requirements, functions and risks through the human resources audit trail created by the work process structure 
Internal Equity Measures equal pay for equal work relative to positioning of jobs within work process structure 
Job Analysis Analyses work required to justify existence of job.  Analyses inputs, influence requirements and outputs in both vertical and horizontal work process relationships 
Job Appraisal Measures and evaluates actual outputs delivered by an individual in a job against  previously agreed job outputs, accountabilities, plans and budgets 
Job Description Documents various job measurement processes of work required to be performed, operations and/or factors relevant to positioning of job within work process structure 
Job Evaluation Customary methods of job evaluation and pay determination.   Different JE systems are marketed by various service providers.  Employment Equity Act – see Form EEA9
Job Impact Measures impact of actual job outputs relative to requirements of position within work process structure 
Job Impact (Ratio) Analysis Measures pay relative to other financial performance indicators, e.g. income, expenses and profit.    Ratios facilitate comparative performance measurements in terms of efficiency, quality and intensity 
Job Inputs Work in progress inputs to a job 
Job Outputs Outputs of work in progress and/or finished work from a job 
Job Skill Requirements Knowledge and experience required for individual to be considered suitably qualified for a job 
Job Specification Capacities required by individual to perform the requirements of a job.   These are also the criteria used when assessing the suitability of a candidate for a job 
Job Value Affordable cost of job to employer 
Job Weighting Differentiates jobs by the allocation of points according to a range of comparative factors. 
Job Worth Positions jobs according to outputs required within overall work process structure 
Key Performance Accountability [KPA] Defines requirements to account for job outputs.    KPAs of job must be aligned to relative level within work process structure (Similar terms KRA – Key Result Areas ,KPA– Key Performance Areas, etc) 
Occupational Categories EEA classification.   see Work Process Structure / Job Worth  Employment Equity Act
Occupational Levels EEA classification see.   Job Worth / Work Process Structure  Employment Equity Act
Organisation Structure required to translate and process agreed policies into specific job requirements / deliverables, lines of communication, and reporting relationships 
Organisational Audit Process of assessing the organisation of jobs and incumbents using various measurement tools against organisational plans, budgets and established work process structure 
Organisational Levels All work required to be performed needs to be processed and influenced.   Not all organisations need separate processing levels as more than one level of work processing may be assigned to a single job. 
Operational requirements Economic, technological, structural or similar needs of the business Labour Relations Act 66 of 1995 sec 189 & sec 213
Pay Determination Assigns pay levels to jobs based on measured affordable cost plus any additional considerations e.g. market equivalents, special allowances, etc. that may be required to attract competent individuals 
Pay Differential Measures progression of pay levels relative to other jobs and respective positions within the work process structure 
Performance Audit Trail Pre-determined performance accountability levels as defined by operational work process structure 
Performance Management Measures actual performance of individuals relative to other actual operational performance indicators.   See Job Impact Analysis. 
Proportionate Income Differentials Measures actual pay differentials according to rules of pay structuring (see Disproportionate Income Differentials)  Section 27 Employment Equity Act
Relative Job Worth Compares jobs within work process structure 
Responsibility A consequence of delegation with individuals being given responsibility to deliver to required work process output level(s).   See also Accountability. 
Value Added Value to be added at all job levels within work process structure to justify continued existence of a job 
Work Process Structure Levels of influence required on work to be performed from:-(1)   policy – ‘why’ it must be done;

(2)   strategy  – ‘what’ must be done;

(3)   tactics – ‘how’ it needs to be done;

(4)   processes – ‘who will do it, where, by when, to what rules / specifications, etc;

(5)   procedures involved;

(6)   established good operating practices;

(7)   instructions to be followed.