Grading Across All Methodologies.
Paterson First.
BettaSuite's HR Grading grades across all major methodologies — but our primary focus is Paterson. Paterson is the methodology that enables succession planning, career path planning, and progression — the foundation for sustainability and success, delivering measurable ROI for both employee and employer.
All Methodologies.
Paterson as the Primary Focus.
BettaSuite HR Grading grades across all major methodologies — but our primary focus is Paterson. The Paterson Decision Band Method grades roles based on the level and complexity of decision-making. Universally recognised across Sub-Saharan Africa and internationally — by government, unions, and the HR sector — it creates fair, defensible pay structures and unlocks your entire HR value chain.
One Session. Six Methodology Outputs.
A single grading session simultaneously produces outputs across six internationally recognised methodologies — with Paterson as the primary framework that drives all HR value chain decisions.
Paterson
The primary methodology. Drives EE alignment, pay structure, career pathing, succession planning, performance management, and all HR value chain functions. Most widely adopted in South Africa and Sub-Saharan Africa.
Peromnes
Salary benchmarking, market pay comparisons, and remuneration structuring across South African industries.
Hay Group
International benchmarking, executive remuneration, and multinational pay comparisons.
T.A.S.K.
Industry benchmarking in the South African market and industry-specific salary surveys.
Mercer IPE
Global job sizing, executive benchmarking, and international organisation comparisons.
Equate
DPSA and selected government entities — benchmarking and pay scales for public sector organisations.
See It In Action — Sample Individual Grading Report
Download a real BettaSuite grading report showing live gauges for Paterson, Peromnes, and Hay, the full Grade Category Result breakdown across all eight evaluation factors, committee sign-off, and the signed audit trail — exactly as your organisation would receive it.
Six Bands. Every Role in Your Organisation.
Roles are evaluated using the Decision Band Method — categorised into six bands, each further divided into sub-grades. The position is evaluated, not the person. Every band maps directly to an EE Act occupational level.
What We Measure in Every Job Grade
Every role is assessed across all eight factors to arrive at an objective, defensible grade outcome — free from subjectivity.
Decision Making
The complexity and level of decisions the role requires — the primary factor in the Paterson Decision Band Method.
Coordination & Supervision
The degree of supervision given or received, and coordination with other roles or departments.
Complexity & Variety
The range and intricacy of tasks, and the diversity of responsibilities in the role.
Precision & Accuracy
The degree to which the role demands exactness and the consequences of error.
Work Pressure
Physical effort, time pressure, and mental demands placed on the role holder.
Knowledge & Skills
The level of qualifications, experience, and competencies required to perform effectively.
Independence & Judgment
Freedom to act, degree of external and internal control, and the impact of decisions on the business.
Managerial Influence
Scope of effect the role has on people, processes, and results within or beyond the organisation.
Same Factors, Greater Depth with Paterson
All methodologies are evaluated against this same set of factors — every grading session measures the role against the same underlying criteria, regardless of which output you're reading. The difference is depth: where other methodologies simply assign a value or grade to a position, Paterson's Decision Band Method goes further — using decision-making as the organising principle to map career paths, succession routes, and progression, turning a single grade into a foundation for ongoing HR decisions.
Paterson Enables Succession, Career Paths & Progression
Paterson is the primary methodology because it is built around decision-making levels — which means every grade directly informs what a person can become next. Career paths become visible. Succession becomes plannable. Progression becomes measurable. This delivers sustainability and success — ROI for both the employee and the employer.
Career Path Clarity
Employees can see exactly where they sit in the grade structure and what the path to the next level looks like — creating motivation and reducing turnover.
Transparent, Equitable Pay
Positions have a defensible, objective value — removing pay uncertainty, reducing disputes, and building trust between employer and workforce.
Progression = Growth
Skills development and learning are anchored to grade requirements — giving employees a clear, structured path to progress and grow within the organisation.
Succession Planning Activated
The grade structure makes leadership gaps visible — enabling proactive succession planning before critical positions become vacant.
Reduced Staff Turnover
Fair, transparent structures retain your best people. Valued employees stay — reducing the cost and disruption of frequent replacement.
Full HR Value Chain Unlocked
Grading feeds directly into recruitment, onboarding, performance, development, remuneration, and EE reporting — re-engineering your entire HR value chain.
Legal & Compliance Protection
Defensible pay structures and documented grade outcomes reduce exposure to labour disputes, CCMA claims, and EE Act non-compliance.
Simple Pricing.
No Annual Licence.
BettaSuite's HR Grading operates on a pure credit system — pay only for what you grade. No expensive annual licences, no minimum commitments, no expiry. One credit = one job grade.
What Changes After Job Grading?
A graded organisation is a sustainable organisation — where every person knows their value, every role has a purpose, and every decision is defensible.
Reduced Staff Turnover
Clear grade structures and equitable pay reduce resentment, improve retention, and help you hold on to your most skilled and valuable people.
Transparent Pay Structure
Positions have a defensible value attached — reducing labour disputes, CCMA claims, legal exposure, and pay uncertainty across your organisation.
HR Value Chain Re-Engineered
Grading is the foundation for recruitment, onboarding, performance, skills development, succession planning, and remuneration — all aligned.
EE & BBBEE Alignment
Paterson bands map directly to EE Act occupational levels — making Employment Equity plan preparation and BBBEE reporting significantly faster and more defensible.
Performance Management
Clear KPAs and deliverables from graded job descriptions make performance reviews, KPIs, and disciplinary processes far more structured and effective.
Succession & Career Planning
Grade structures unlock intelligent succession planning and visible career paths — creating sustainability and measurable ROI for both employee and employer.