What type of job evaluation system

This means that the process for determining pay and promotional opportunities should remain transparent. Compensation is undoubtedly a significant factor in employee satisfaction in the workplace. Public employee pay is posted publicly, and employees discussing their pay amongst each other is unavoidable. This means that should there be compensation inequities in your company pay system, word will travel quickly. Effective job evaluation aims to remedy the potential of this occurring by fairly evaluating the value of all jobs equitably.

Particularly in larger companies, though required in all forms of an organization, all these factors must be equitable and not dependent on managers or departmental whims.

Employees will always compare notes, especially in terms of what is expected of them. When an employer keeps this in mind as they develop their employee systems, they are bound to win employee loyalty and commitment.

Employees highly value having a clear , well-defined career path and appreciate tangible opportunities for growth and development. Effective job evaluation takes this into consideration and outlines the responsibilities of each job with long-term succession planning in mind.

This is most often done so by setting in place specific job responsibilities that will help with:. Particularly in larger organizations, job evaluation is a moving target. While job evaluation should be a regular occurrence within your organization, especially if it regularly s eeks to addres s th e variables listed above, job analysis and evaluation usually occurs when a brand-new position is created.

It is also often used each time a particularly significant change occurs in a job. Those that are primarily considered are the decision-making authority, scope, and range of the responsibilities performed, the level of the duties performed, and the relationship of the position to other jobs within the organization. Should an employee seek out a job classification re-evaluation, they typically request it through their employer and are then through formal process, re-assessed.

The most common request for these occurs when an employee has taken on new responsibilities or has a significantly increased workload. More work does not always equal a change in scope, range, decision-making authority, or a higher level of responsibility. In these cases, the job evaluation process would result in a classification that remains the same until the next due assessment.

Although this method does not consider market compensation rates, it may work well for smaller companies. Larger companies employing this method could be complex due to the larger number of positions, but could still work if jobs are grouped, for example by professional level. There should also be an opportunity to appeal decisions that are perceived as unfair. Here it is important to hear and investigate what employees have to say.

This phase will be easier if there is buy-in from the organization. Also note, lowering salaries for workers may not be possible as wages could be protected under national labor laws or it may prompt people to leave the organization. Taking all of this into account will be an administrative challenge.

That is it for the job evaluation. There is of course much more that can be said about this topic but that would require us to write a book. Resources we can recommend are the Hay job evaluation manual and the book Job Evaluation by Armstrong and colleagues , which we used as one of the resources for this article.

Four common job evaluation methods are the ranking method, job classification, the factor-comparison method, and the point-factor method. The job classification method ranks job based on a pre-determined grade comparison.

An example classification is a CEO, vice president, director, manager, and operator. Future-proof your career in HR by continuously expanding your skill set with the latest and most relevant HR skills. Erik van Vulpen is an expert in shaping modern HR practices by bringing technological innovations into the HR context.

Which has since become the 1 leader in online training courses for HR professionals across the globe. Related free resource ahead! Download Cheat Sheet. Download Syllabus. A simplified paired comparison matrix by Armstrong et al. Armstrong et al. How T-Shaped are You? Start assessment. What is job evaluation? What are the four job evaluation methods? What is the classification method of job evaluation? Are you ready for the future of HR? Learn modern and relevant HR skills, online Browse courses Enroll now.

Send this to a friend. Send Cancel. Job to pre-determined grade comparison. Jobs are paired and for each pair the most impactful job is chosen. This results in a forced ranking of different jobs based on their seniority. Refer to job titles rather than people. The aim in the job description is to describe job duties comprehensibly. Glossary of Job Description Terms Another key to creating successful job descriptions is the ability to use the right word at the right time.

This means having strong action terms at your fingertips for consistency and accuracy. This glossary is designed to give you these advantages.

Adaptable — Can perform a variety of tasks, change assignments on short notice, achieve results in different areas simultaneously. Administer — To manage or direct the application, execution or conduct of; to administrate see Control. Advise — To offer advice and opinions; to recommend a course of action or strategy.

Analyze — To study the factors or circumstances of a situation or problem in order to determine the solution; to study various unrelated facts, fit them together, and arrive at a conclusion see Appraise.

Anticipate — To foresee events, trends, consequences or problems to prepare in advance for future occurrences. Approve — To officially sanction; to accept as complete or satisfactory; to ratify, assuming responsibility for; used in situations where individuals have ultimate authority.

Assemble — To pull or gather together in a distinct order; to collect in a set pattern; to fit together the parts or pieces. Assume -To undertake; to take it upon oneself to fulfill a responsibility or assignment. Assure — To confirm; to make certain of; to declare with confidence; to guarantee. Audit — To examine in depth; to look into a situation or problem and report the findings see Analyze.

Attend — To be present for the purpose of contributing. Authority — The power to act, command, influence. Authorize — To empower; to permit; to establish by authority. Balance — To arrange so the sum of one group equals the sum of another; to play off one option against another. Batch — To group into a quantity for one operation. Calculate — To make computations; to apply mathematics; to decide logically.

Check — To examine; to compare for verification; to make certain of an outcome; to monitor. Circulate — To disseminate; to distribute in accordance with a plan. Classify — To separate into groups; to systematically arrange. Clear — To obtain the opinion or agreement of others prior to acceptance or conclusion.

Collaborate — To work or act jointly with others. Collect — To gather facts or data; to assemble; to accumulate. Communicate — Write and read written material with a high degree of accuracy and comprehension; good oral skills.

Compile — To collect into one source; to compose out of materials from diverse resources. Compose — To arrange in proper order; to command the efforts of others so as to produce desired outcome. Consolidate — To combine into a whole; to bring together in one place.

Consult — To seek the advice of others; to confer; to exchange viewpoints, facts, opinions see Discuss. Control — To exercise authority; to have power over. Cooperate — To act or operate jointly with others; to collaborate. Coordinate — To bring things together for common actions or conditions to exist; to make things run smoothly together.

Correlate — To establish a mutual or reciprocal relationship. Customer Service — Helpful and responsive to customer; displays patience and consideration; never curt or disrespectful; promotes image of company at every opportunity. Decide — To choose from among alternatives or possibilities; to take a course of action.

Decision-maker — Identifies problems, obtains pertinent information, develops and analyzes alternative courses of action; utilizes logical assumptions and all available information resources to make timely moves and enact necessary strategies.

Delegate — To entrust responsibility for action to the care or management of another. Delegation — Assignment to another of the responsibility and authority to accomplish an objective or achieve a goal. Design — To conceive and plan a specific condition; to create or execute; to construct according to a plan. Detail-oriented — Accomplishes a task thoroughly; pays attention to all aspects, no matter how small. Determine — To fix conclusively or authoritatively; to decide; to make a decision; to find out.

Devise — To develop something, especially by combining known ideas or principles. Direct — To regulate the activities or course of; to govern or control; to guide or command. Discover — To find out something not known before as a result of exploring or investigating see Research. Discuss — To exchange views for the purpose of arriving at a conclusion or expressing a convincing argument. Distribute — To pass around; to allocate; to deliver to specific places or persons.

Draft — To write or compose papers or documents usually in preliminary form prior to final form; often for clearance, revision or approval by others. Edit — To revise and prepare written material, usually for publication.

Examine — To investigate; to scrutinize; to subject to inquiry by inspection or test see Discover. Execute — To act on; to follow through to the end; to complete. Exercise — To bring to bear or employ actively, as in exercising authority faster. File — To arrange papers, materials, etc.

Flexible — Able to change course when necessary, modify plans and behaviour to meet new goals see Adaptable. Follow-up — To monitor the progress of; to see if results are satisfactory. Forceful — Commands attention and respect; shows an air of confidence. Formulate — To establish a system; to develop or devise a plan, policy or procedure. Guidance — Conduct or direct others along a course of action; offering assistance. Image — Displays professional appearance and conduct; makes a good impression on individuals inside and outside the University.

Implement — To carry out; to perform acts essential to the execution of a plan, project or program. Initiate — To originate; to begin; to introduce a plan, policy or procedure for the first time. Initiative — Actively tries to influence people and events to achieve goals; self-starter; works well without supervision; targets goals beyond minimal level of performance. Inspect — To examine carefully and critically; to review for conformance to specifications.

Instruct — To impart knowledge; to supply direction, give information see Train. Instructions — Directions, information; methods for operating. Integrity — Committed to traditional standards of ethics and conduct; obeys organizational policies in job-related activities; strong sense of personal and professional ethics.

Interpersonal Relations — Works toward maintaining strong relationships with others; uses tact; sensitive to feelings and needs of colleagues and subordinates. Interpret — To explain the meaning of; to elucidate; to clarify. Job Specifications — Description of physical characteristics, knowledge, skill, experience, and education requirements of a person who would be suited to perform a specific job.

Judgment — Makes decisions and formulates strategies based on pertinent information and logical conclusions; develops alternate courses of action; takes steps after considering facts and opinions. Leadership — Guides subordinates in reaching goals; displays characteristics that instill confidence; uses appropriate methods to encourage wishes and duties to be carried out. Learning Capacity — Ability and desire to quickly learn new job-related material and expand personal and professional horizons.

Maintain — To hold or keep in a certain condition; to keep up-to-date or current, as records or machinery. Management Planning — Establishes strategies for action for self and others; allocates resources and assigns personnel to achieve set goals and objectives. Measure — To find the quantity or amount of; to ascertain dimension, number, etc. Monitor — To observe or check periodically; to maintain close watch on see Follow-up.

Motivation — Takes personal satisfaction in superior performance and accomplishment; self-starter; pushes self to strive to achieve full utilization of abilities see Leadership. Negotiate — To exchange views and opinions in order to reach agreement; discussing pros and cons of proposals.

Objective — A desired result; a goal or standard of achievement. Observe — To perceive or notice, watch; to monitor.