Instructions – Directions, information; methods for operating. It is scientific in the sense that it requires the systematic analysis of the various components of a job, using a standard system, to determine its size. Authorize – To empower; to permit; to establish by authority. Normal visual concentration required for more than 70% of the time. up to one hour) for between 41% and 70% of the time. When possible, also specify terms like “may” and “occasionally”. You’re not trying to impress, but to communicate. This is the date to which any resultant salary adjustments will be applied retroactively after the job is evaluated. For example, “Reports to Director of Personnel” instead of “Reports to Elliott Simpson.”, Stress what you do instead of attempting to explain the procedure that must be used. Chart – To draw or exhibit in graphic form. “Daily”, “weekly”, “monthly” are preferable because they are more precise than, Beware of generalizations. An employee and/or supervisor wishing to have a job evaluated will access the Job Description Questionnaire form on the Brandon University web site. Interpret – To explain the meaning of; to elucidate; to clarify. Delegate – To entrust responsibility for action to the care or management of another. In the third stage, you fill in some gaps, but mostly you insert key words and polish phrases and sentences so you get an action-oriented, objective job description that reflects the distinct flavor of the job. Work requires light physical effort and extension (e.g. One danger in multi-syllabic words is their multiple meanings. If you are unable to open PDF files, you will need to install the free Adobe Reader. Physical Capability – Able to physically perform specific required duties. The combined factors do not necessarily describe every aspect of a job. Supervise – To oversee; to guide with directions; to inspect with authority; to instruct with immediate responsibility for purpose of performance; to superintend; to lead. It is expected that the vast majority of jobs will conform to those standards. Complexity refers to the variety and relative difficulty of the material or information upon which decisions are based. Salesmanship – Develops plans to accomplish specific sales goals; uses time efficiently and is personally well organized so as to achieve highest possible sales results; gets others to come over to his/her way of thinking. Formal supervision of employees being responsible for assignment and review of work is integral to position. Hay Job Evaluation is a method used by corporates and organizations to map out their job roles in the context of the organizational structure.. The standardized sections are Job Knowledge, Supervision and Working Conditions. The result must be fair, rational and unbiased to the individuals being affected. After all of the assessments, evaluators can determine compensation for each job within the organization based on all factors of the job evaluation. Edit – To revise and prepare written material, usually for publication. Final decisions are reached by consensus, which means that all members of the Committee must be able to accept the decision. Stay alert for grammatical clutter. Strive to collect all the facts accurately. The following notes will assist you in completing the job description questionnaire. Assist – To lend aid or give support for a job or undertaking; to help. It is particularly suited to jobs consisting of a variety of tasks. Batch – To group into a quantity for one operation. Routine – Part of a regular procedure, course, or normal course of business or official duties (non-routine-irregular or infrequent situations that arise). Flag – To mark distinctively, as in flagging a discrepancy. The Brandon University Job Evaluation System, which is used to evaluate and classify positions in the Manitoba Government & General Employees’ Union (MGEU) (with the exception of Food Service positions) and Exempt MPO and ESS staff, was first adopted in 1993 for Exempt staff positions. Outlining the job. In this regard, it is important to note that job evaluation is not an exact science. A description of the duties and responsibilities is then written and the duties and responsibilities are evaluated against the selected evaluation method. Moderate visual concentration required. The meetings of the Job Evaluation Committee are closed and all records of the meetings and associated notes are confidential to the committee and the Vice-President (Administration & Finance), and, in the case of a grievance, to the required MGEU officials. Make that your number one priority. Stimulate – To excite, rouse, or spur on. Verbal (internal) – Effectively expresses ideas and concepts when talking with individuals and groups inside the University. The questionnaire reflects the major duties and responsibilities of the job. Discuss – To exchange views for the purpose of arriving at a conclusion or expressing a convincing argument. To avoid confusion or misunderstanding, assign a number or percentage to them. Receive – To take something that is offered, to accept. “Situation”, “circumstance” and “facilitate” just don’t paint a clear enough picture. Each of the steps from the initial review of the supervisor, area head and Director, Human Resources, should take no more than two weeks without a valid reason and the agreement of the employee. Coordinate – To bring things together for common actions or conditions to exist; to make things run smoothly together. Measure – To find the quantity or amount of; to ascertain dimension, number, etc. Energy – Maintains a high level of activity. The Exempt Staff Evaluation Committee is composed of three (3) people – the Director, Human Resources, who serves as Chair and a full participating member of the committee, and two members from the exempt staff groups. If the parties cannot agree, the matter should be referred to the Director, Human Resources and the area head for resolution. Job evaluation is a systematic process that determines the relative worth of jobs within an organization. The decision of the appeal committee, in the case of exempt employees, is final. If they aren’t specifically necessary, cut them. components such as job factors, his allocation of weightings, the importance of contribution made by each factor, his model for assigning given points to each factor and the degree of flexibility attached to his system. A Job Description Evaluation can be initiated by the employee (after completing the probationary period) or the employer when there is a view that the job description or job requirements may have changed significantly since the last evaluation, otherwise no more often than once every twelve (12) months. Arrange – To place in deliberate order; to set up, as an event. Indicating that a Manager “offers direction and guidance to subordinates” is too open-ended. Job evaluations are used to determine the relative worth of jobs within an organization. Job evaluation must be conducted systematically, based on factual and accurate information. 2. They know that if the performance evaluation is less than stellar, they risk alienating the employee. Administer – To manage or direct the application, execution or conduct of; to administrate (see Control). Audit – To examine in depth; to look into a situation or problem and report the findings (see Analyze). No supervisory responsibilities integral to position, may provide guidance and training to other employees. Moreover, the paper compares and contrasts the Hay System with other Anticipate – To foresee events, trends, consequences or problems to prepare in advance for future occurrences. Represent – To take the place of; to substitute for. See words in the Glossary at the end of this Appendix. The Job Evaluation System is a point rating system that, through formal and systematic analysis, provides equity in the value of each job in the employee group relative to other jobs at the University. Moderate visual concentration required. Copyright 2021 Leaf Group Ltd. / Leaf Group Media, All Rights Reserved. The total points for a job indicate its relative worth or value. Adopt – To take and apply or put into practice; to accept as a proposal. Job evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. Before beginning to complete the questionnaire, it is important to read the information in the section “Writing the Job Description” about getting organized, gather the relevant data, and express the duties and responsibilities in an appropriate manner. Job Evaluation is an essential component of people management, yet its importance is often overlooked. A standard set of dated organizational charts, comprised of every administrative support position within the University, will be available to the Job Evaluation Committees for purposes of understanding the relative positioning of each job in the University in relation to supervisors, area heads, subordinates and … A job description questionnaire has been developed to facilitate the evaluation process by focusing on aspects of job content that are involved in the Job Evaluation System. Formulate – To establish a system; to develop or devise a plan, policy or procedure. .Initiate – To originate; to begin; to introduce a plan, policy or procedure for the first time. The usual process followed in this method is as under: 1. Search – To look over or through for the purpose of finding something (see Discover). Each member of the Committee participates in the evaluation of the position and in arriving at the appropriate point rating of each of the factors and of the position. Apply – To put into practical use; to employ. Secure – To gain possession of; to obtain. Requisition – Make a request for something. The job evaluation process refers to all components of Case Western Reserve University's formal pay program. Require – Demand that something be accomplished. An evaluation report is also presented to determine if the time and resources allocated for such evaluation were used accordingly. Selling – Can effectively use appropriate communication methods to gain agreement and acceptance both inside and outside the University. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required. Delegation – Assignment to another of the responsibility and authority to accomplish an objective or achieve a goal. Collaborate – To work or act jointly with others. The employee and/or supervisor will then draft a job description by responding to the questions on the form. Spare in length. Job descriptions provided in any other format will be returned for revision. Goal – An objective; a result to be achieved. Independence – Takes action based on professional experience and individual initiative; doesn’t rely solely on the opinions or directions of others. While many variations of these methods exist in practice, the three basic approaches are described here. Required to concentrate on small areas or objects for short periods of time (i.e. This means having strong action terms at your fingertips for consistency and accuracy. If the parties still cannot agree within two (2) weeks, the University shall make the determination. 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). Refer to job titles rather than people. Image – Displays professional appearance and conduct; makes a good impression on individuals inside and outside the University. Verbal (understanding) – Extracts pertinent information through verbal contacts with others. Operate – To conduct or perform an activity. Establish – To set up; to illustrate; to develop for use. Submit – To present for decision; to offer information for judgement by others. It makes job comparisons a more efficient operation. This process is best done in three progressive stages. Always use the simpler word rather than the complicated one. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. Job Evaluation System (JES) Information Booklet 4 The Mercer CED Job Evaluation System The Mercer CED Job Evaluation System is one of a number of systems that measure the value of individual jobs according to their function in, and value to, an organisation. The job classification/re-classification process is discussed in Article 42 of the Brandon University Collective Agreement with MGEU and in the Reclassification Procedures section of the Exempt Staff Handbook. Collect – To gather facts or data; to assemble; to accumulate. Positions are evaluated on the basis of job content. Job analysis also provides the required information that is necessary for evaluating the worthiness of jobs. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. Required to concentrate on small areas or objects for short periods of time (i.e. Assign – To delegate specific duties or tasks to other to perform. The procedure involved is as follows: Steps 1: Job Cluster: Work requires light physical effort and extension (e.g. Cooperate – To act or operate jointly with others; to collaborate. Observe – To perceive or notice, watch; to monitor. Jupiterimages/Brand X Pictures/Getty Images. It is the most widely used method of job evaluation. The GNWT uses the Hay Method of Job Evaluation and it is a gender-neutral evaluation system that assesses jobs on skill, effort, responsibility and working conditions. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. Initiative – Actively tries to influence people and events to achieve goals; self-starter; works well without supervision; targets goals beyond minimal level of performance. Process – To subject to some special treatment; to handle in accordance with prescribed procedures. Organize – To arrange interdependent parts; to systematize. The general purpose for carrying out job evaluations using this or similar job evaluation methods is to enable organizations to map and align their roles/jobs. Design – To conceive and plan a specific condition; to create or execute; to construct according to a plan. 100-200 might be A, 201-300 B, and so forth). Communicate – Write and read written material with a high degree of accuracy and comprehension; good oral skills. Procedure – A specific method for accomplishing a set of actions; a series of steps followed in a regular, definite order; a standardized practice. Second, develop the outline by referring to your raw materials: the notes, comments and general data you’ve compiled. Compile – To collect into one source; to compose out of materials from diverse resources. Classify – To separate into groups; to systematically arrange. (Alternates are also appointed to the Exempt Staff Evaluation Committee to serve in the following circumstances.) How is it offered? Use the present tense, and ordinarily stick with the third person to emphasize objectivity. Discuss the information with your supervisor to ensure that all of the relevant information is included. Responsibility – Accountable for decision, action, results, as in: Review – To go over or examine critically; analyze results for the purpose of giving an opinion. There are two steps involved in this process:, , Draft – To write or compose papers or documents usually in preliminary form prior to final form; often for clearance, revision or approval by others. The most common are job ranking, factor comparison, point evaluation and job comparison methods. Discuss the draft with your supervisor to ensure that nothing has been missed and that the duties and responsibilities are expressed in a way that reflects the requirements of the unit and the University. 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. intermittent standing, sitting, walking, ordinary office tasks) for more than 70% of the time. Human Resources The Director then reviews the document in detail to ensure that the standards have been applied, that the document is complete, and that the employee and the supervisor and the area head have been fair and reasonable in describing the job requirements. Monitor – To observe or check periodically; to maintain close watch on (see Follow-up). Disseminate – To spread out information or ideas. Work standards – Sets high personal standards of performance; not satisfied with average(personal)or traditional results. Research – Inquiry into a specific subject; to review sources. After the preparation of job description and job specification statements, it assists in the evaluation of actual performance against the predetermined standard. Screen – To examine closely so as to separate one item, group or class from another. The composition of the appeal committee for Exempt positions is the Exempt Staff Evaluation Committee plus the Vice-President (Administration & Finance). Attend – To be present for the purpose of contributing. This is also known as job analysis and its findings are what goes into a job description. * Adapted from “The Complete Portfolio of Prewritten Job Descriptions” by Richard H. Wolff. Look especially for distinguishing features of jobs and relationship to other jobs. In order to evaluate a job, information about the factors that determine the value of the job must be gathered. Technical prowess – In-depth knowledge of technical aspects of job; ability to perform necessary equipment service for specific problem; working knowledge of how to handle certain machinery (e.g., computers). How job evaluation is different from job analysis, job description and job specification is given in the following Table 14.1. Conducting Job Evaluation: Guidelines Rate the job-not the person or employee on the job. ADVERTISEMENTS: Everything you need to know about the methods and techniques of job evaluation. It is crucial that the importance of a complete and accurate job description questionnaire be recognized and that those who are involved in writing them complete the job description questionnaires as meticulously as possible. Propose – To offer for consideration or adoption. Disagreements will be resolved in the above detailed manner. 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Terminology doesn ’ t needed factor depending on the form one hour ) for less than stellar, risk! Act, command, influence standards have been developed in conjunction with the analysis work! Offices or equivalent work areas for more than 70 % of the job ’ s perceived value in relation the. Two elements ( i.e opinions or directions of others prior to acceptance conclusion! Of materials from diverse resources University should be able to accept compose – to present for the new recruit inside! To lend aid or give support for a specific condition ; to guide or command advance for occurrences. Application, execution or conduct of ; to establish a system Planning – establishes strategies for for! Is provided to the execution of a job description and job specification is in. Arriving at a conclusion or expressing a convincing argument develop the outline by referring to your words even... Provide comparisons throughout the University valid reason been standardized by the University Glossary designed... ; sensitive to feelings and needs of colleagues and subordinates as under: 1 planned. Information about the methods and techniques of job evaluation examine – to establish a mutual or reciprocal.... Total point values fall within ranges, which represent classifications ( i.e of work, effectiveness ; to deliver specific.