It is particularly suited to jobs consisting of a variety of tasks. A point rating plan defines a number of factors, which are common to the jobs being evaluated (job difficulty, accountability, job knowledge, supervision given, contacts and working conditions). It tries to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Elements of Job should be Definite The second method is one of awarding points for various aspects of the job. Job evaluation is a practical technique, designed to enable trained and experienced staff to judge the size of one job relative to others. The Job Evaluation Appeal Board consists of two representatives of the union, and two representatives of the employer, all trained in the evaluation system. Job evaluation is the process of analyzing and assessing various jobs systematically to ascertain their relative worth in an organization. Job evaluation is often seen as the foundation for a fair and efficient pay framework. These elements should be rated on the basis of what job itself requires. Job evaluation is a generic term covering the systematic methods of determining the relative worth of a job. Job evaluation is defined by the British Institute of Management as, “the process of analysis and assessment of jobs to ascertain reliably their relative worth, using the assessment as a basis for a balanced wage structure.” Click here for more information on the Job Evaluation Process (Non-SRM), Click here for more information on the Job Evaluation Process (SRM), Questions? Job evaluation techniques aim to eliminate such inequalities by assuring fair and proper wages for the work done by each position throughout the organization. That is wages are to be based on the relative role of each job. Job values may be determined by negotiation or fixed on the basis of broad assumptions about … Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal … Job evaluation system came into common use during the World War II. A job description should be submitted when: Click here for more information on Job Evaluation Submissions and important details regarding Exclusions, Continuous/Non-Continuous and 'French-Required' positions. Each factor is divided into two elements (i.e. Analysing and preparing job description. Job evaluation (or job rating) is a systematic procedure for measuring the relative value and importance of occupations on the basis of their common factors (skill, training, effort) for the purpose of determining wage differentials. Job evaluation is a method that is used to produce a hierarchy of jobs in an organization as the basis for determining relative pay levels. It seeks to measure the relative value of jobs, not that of the job holders. Job evaluations may be carried out in order to help businesses: Produce a fair pay framework Reduce inefficiencies in remuneration e.g. Job analysis is a systematic way of gathering information about a job. Every job evaluation … Each job specific is rated using the job evaluation instrument and the points for each factor are summed to form a total point score for the particular job. The relative role of each job should be assessed on a scientific basis. Factors are clearly identifiable aspects of jobs that can be defined and measured. Start studying Chapter 5 Job-Based Structures and Job Evaluation. When rigor and a systematic approach are used for job evaluations, this ranking is completed with ease as well as certainty. After the presentations, the Appeal Board will have the opportunity to ask questions and seek clarification until they are confident that they understand the job in question. 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. The Deputy Head will refer the appeal to the Manager, Job Evaluation & Organizational Design, who in turn refers it to the Job Evaluation Appeal Board. “The aim of the majority of systems of job evaluation is to establish, on an agreed logical basis, the relative value of different jobs in a plant/industry.” Objectives of Job Evaluation: (i) To determine equitable wage differentials between different jobs in the organisation. It also provides the framework within which decisions on salaries and grading can be made. The GNWT complies with equal pay for work of equal value and ensures that jobs are assessed in a gender-neutral manner and based on skill, effort, responsibility and working conditions. The appellant and supervisor of the position are dismissed, and the Committee deliberates. Clear-cut explanations and illustrations of the plan shall avoid misunderstanding and frustration. This step is the heart of the job evaluation process. It helps a company decide the extent to which a job produces revenue, improves efficiency or adds value in some other way. The purpose of discussion with the foremen and employees is to secure their confidence and to achieve this, avoid discussions of money value. In job classification, a job analysis and evaluation occurs when a new position is created. This helps in promotion and transfer of employees. Each job has certain definite and fixed elements. The principle upon which all job evaluation schemes are based is that of describing and assessing the value of all jobs in the firms in terms of a number of factors, the … Job requirements, job specifications, and employee specifications are not considered in the evaluation. The process of job evaluation involves following steps: Securing acceptance from employees after explaining the purpose and use of job evaluation programme. Concept of Job Evaluation. Kress, there are eight principles of job evaluation. In other words, Job Evaluation measures the worth of each job in terms of money. Job Evaluation, Main Collective Agreement with UNWArticle 24: Pay, COVID-19 Leave Requirements for Travel Outside the NWT and Nunavut, Returning to the Worksite: The GNWT Approach, Tracking and Recovering COVID-19 Related Costs, Employee & Family Assistance Program (EFAP), Indigenous Management Development and Training Program, https://www.fin.gov.nt.ca/en/services/position-and-salary-information, Job Evaluation Guide to filling out the Request Form, Performance Development Managers Guide ›, The responsibilities of a position have changed. (ii) To eliminate wage inequities. Some of the important definitions are given below: Job evaluation represents an effort to determine the relative value of every job in a plan and to determine what the fair wage for such a job should be. Specialization - Because of division of labour and thereby specialization, a large number of enterprises have got … The appellant and supervisor of the position are excused from the hearing and the Appeal Board deliberates. In the points system various aspects or parts of t… Point rating job evaluation is one method of determining the relative value of jobs. The plan then provides progressive degrees of definition with… The Appeal Board conducts a hearing; at which time the appellant (incumbent) and supervisor of the position are each invited to make a presentation. An appeal is based on the perceived incorrect evaluation of a job, as it is written, at the time of the appeal. It focuses on the nature and requirements of the job itself, rather than on the skills or qualifications of a particular incumbent. Job evaluation is the basis for fair compensation. Job evaluation is the basis for fair compensation. The designate is chosen by the appellant, and must be trained in the evaluation system. Strive to collect all the facts accurately. Job evaluation is a systematic and orderly process of determining the worth of a job in relation to other jobs. Job evaluation is a term which is applied to a number of distinct but related administrative methods which rank or assess the relative value of different jobs or occupations. It does not directly determine pay levels, but will establish the basis for an internal ranking of jobs. (ii) Job evaluation involves analytical as well as judgmental processes. On the basis of job analysis, each member of the job evaluation committee ranks each job independently either against the benchmark job or against all other jobs. Job Evaluation Defined. The appeal process differs depending on whether the position in question is unionized or excluded: UNW employees may appeal the evaluation of their position at any time while they occupy the position. Definition: The Job Evaluation is the process of assessing the relative worth of the jobs in an organization. Another drawback is subjectivity, as there are no definite or consistent standards by which to justify the rankings and the fact that because jobs are only ranked in terms of the order, we have no knowledge of the distance between the ranks. Conducting Job Evaluation: Guidelines Rate the job-not the person or employee on the job. The Committee conducts a hearing; at which time the appellant (incumbent) and supervisor of the position are each invited to make a presentation. If the employee is still in disagreement with the evaluation of the job description, the next step would be for the employee to appeal the evaluation. 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