Professional Documents
Culture Documents
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Job Evaluation Defined
It
is the part of the process in
which the organization finally
decides the relative internal
worth relationships of jobs.
It
is a systemic procedure
designed to aid in establishing
pay differentials among jobs
within a single employer. 4
Job Evaluation Rationale
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Whole Job Ranking
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Market Pricing
Step One:
» Establish a GUIDE LINE
SCALE of salary ranges that
includes a series of salary
grades and a minimum, mid-
point, and maximum rate of
pay for each using a 5% mid-
point differential.
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Market Pricing
Step Two:
» Develop realistic job
descriptions that include scope
data that identify benchmark
jobs. (40% to 60% of jobs)
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Market Pricing
Step Three:
» Conduct a comprehensive
survey to set market pricing
matching benchmark jobs to
the amount paid by other
employers for comparable jobs.
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Market Pricing
Step Four:
» Develop HORIZONAL GUIDE LINE
displays that relate jobs in various
departments where each job
evaluation group conducted the third
step independently of the others.
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Market Pricing
Step Four:
» This process relates two or more
vertical guide line displays,
ensuring internal equity within
the pay structure.
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Maturity Curve
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Maturity Curve
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Compensable Factors
Paid-for,measurable qualities,
features, requirements, and/or
constructs that are common
to many different kinds of
jobs.
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Compensable Factors
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Compensable Factors
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Groups Of Commonly Used
Universal Factors
Skill Know-How
Responsibility Problem-Solving
Accountability Working
Conditions
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Groups Of Commonly Used
Universal Factors
» Skill » Skill
» Effort » Effort
» Responsibility » Responsibility
» Job Conditions » Working
Conditions
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Groups Of Commonly Used
Universal Factors
Factor Evaluation System
Knowledge Personal Contacts
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Sub-Set Of Compensable Factors
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Sub-Set Of Compensable Factors
Universal Factors
General, relatively abstract, and
complex qualities and features
that relate to all kinds of jobs.
Sub Factors
Degrees Or Levels
Provide a yardstick, or
measurement scale, that assist in
identifying the specific amount of
the factor required to perform the
job.
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Weighting Compensable Factors
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Weighting Compensable Factors
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Observable / Perceptible
Differences
When developing factor weights and
measurement scales for determining job
point-score differences, the final result is
an established hierarchy of jobs with
different rates or ranges of pay for each
job.
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Observable / Perceptible
Differences
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Development Of Rating Scales
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