Chapter 8 Job Evaluation

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Chapter 8 Job Evaluation

• Determine relative worth of jobs to ensure fair
  and equitable pay treatment for all employees

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Phases of the pay setting process

• Identifying a hierarchy of job worth
• Investigating the marketplace
• Combining job worth and market data

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Job Requirements and Pay

• Reasons for a job evaluation program
• Rational process
• Internal and external equity
• Progression ladder
• Performance adjustments

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Job Evaluation Issues

• Deciding which system should be used
• How can we be sure pay is legal
• Types in Govt Point factor, grading, ranking,
  factor comparison
• Selecting benchmarks and arranging them in an
  array

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Position classification

• Class Standards
• Broad banding
• Grade assignments ( mixed between levels)

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Market Pricing

• Narratives to describe jobs- getting exact is
  difficult
• Pay Survey errors
• Supply and demand problems within the organization

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Market Pricing Guide Line Method

• 5 difference between mid-points
• Adjusting benchmarks by scope differences

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Maturity Curve

• Based on length of experience in job/since degree
• Competency based system

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Compensable Factors

• Skill
• Effort
• Responsibility
• Working Conditions
• Knowledge
• Know How
• Working Conditions

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Making distinctions between jobs

• Organizational specific skills
• Profile statements- outlining the degree of
  competency required for various jobs
• Weighting factors
• Point factors
• Benges Factor Comparison-wage rate scale for
  each universal factor

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Other Job Evaluation Methods

• Hay- Know How, Problem Solving and Accountability
• PAQ- factors, requirements, benchmarks,
  questionnaires and use of multiple regression

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Job Evaluation and Comparable Worth

• Market pricing
• Develop a job worth hierarchy

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