The method for determining an occupational series is the same for all positions, but the methods for determining grades differ according to the basic job evaluation approach used. Point rating technique is the most widely used system of job evaluation. This factor plan was, in turn, used to evaluate a sample of 54 jobs carried out in the company. The points for each factor are summed to form a total point score for the job. 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.
I lesson 1 introduction to job evaluation o u t l i n e o f t h e l e s s o n 1. The weight of i1 evaluation factor is larger than i evaluation factor. This method works by identifying key job factors and then assigning points based on importance. It is an analytical, factor based scheme, which aims to measure the relative size of jobs within an organization.
Each job or class of jobs can be evaluated in terms of several factors associated with the physical and. Assign point values to each degree of each factor, i. At the end, a nal rank order was established for a meaningful base to build up a grade structure. Nea job evaluation system factor statements factors % 1 2 3 4 5 6 7 knowledge and skills 30 255 295 340 390 450 520 600 responsibility, assets, people, program 23 200. The point method is an extension of the factor comparison method. Hay evaluation method human resources university of waterloo. Decision band first jobs are classified into one of six different decision bands based.
Jobs are broken down into factors such as knowledge required. Under this system the job raters simply rank one job against another. In this method, each job is given a rank on the basis of a number of factors. Job evaluation plan human resources university of guelph. Point factor method law and legal definition uslegal, inc. A study of the pointfactor job evaluation process used in the des. The joint job evaluation plan for office and technical positions at the university of victoria compares the relative value of all jobs within cupe local 951 in order to achieve internal equity. Top 4 methods of job evaluation explained with diagram. It involves a more detailed, quantitative and analytical. Your first task is to develop a job evaluation system using the point method following the steps described in class and outlined in your book. Job evaluation definition is systematic qualitative appraisal of each job or position in an establishment either through the assignment of points for job characteristics or through comparison of job factors as mental effort, experience, and responsibility required for the purpose of determining the relative position of the job in the job hierarchy and for fixing wage rates. Point factor plans are considered to be particularly suitable for purposes of pay equity compliance. Learn vocabulary, terms, and more with flashcards, games, and other study tools.
All jobs are evaluated not only by the interpretation of the factor descriptions but within the context of all other. Pdf a study on job evaluation point factor analysis in. The hay system is a job performance evaluation method that is widely used in north america and europe. The information obtained in job analysis is recorded in the precise language of a job description. Decision band method dbm of job evaluation involves. The final job evaluation method is the point method, which measures performance through scales and job factors rather than focusing on entire job functions and ranking employees against each other. Use of point method in job evaluation presented to. Contemporary job evaluation typically relies upon point factor jes for the determination of relative. Four principal systems of job evaluation are given below. Thereafter, points are allocated to each of these factors.
The process of defining a job is called job analysis. Your work is essentially to act as job evaluation committee. Each factor should be defined and well understood, and. The pointfactor job evaluation model figure 1 used for the des moines public school districts administrative job evaluations, provides the flow of. Systematic way of determining the value or worth of a job in relation to other jobs in an organization.
Pdf job evaluation developed out of civil service classification practices and some early. Each job is rated using the job evaluation instrument. It involves a more detailed, quantitative and analytical approach to the measurement of job work. Point factor like the hay system market pricing job classification. Lesson 1 introduction to job evaluation o u t l i n e o f t h e l e s s o n 1. Job evaluation methods there are 4 basic and traditional systems of job evaluation.
Converting from nine factors to four in the occupational. Computerized job evaluation l e a r n i n g o b j e c t i v e s. Under this method of job evaluation, jobs are broke down based on various identifiable factors such as skill, effort. Rajeev guptapgm07060582 slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Process of job evaluation decide which jobs are to be evaluated. For example, if an office manager position requires four to six years of experience, it would be assigned a preliminary value of 50 points for this factor. Job evaluation methods free download as powerpoint presentation. To measure job from a quantitative point of view we use work norms as a function.
Point factor analysis pfa is a systemic bureaucratic method for determining a relative score for a job. Most point methods of job evaluation include four basic factors. A couple years ago, company leaders shifted meriters compensation program away from a nonmerit pay, formal job evaluation process, which was based on a point factor system and not tied to the market. It tries to make a systematic comparison bw jobs to assess their relative worth for the purpose of establishing a rational pay structure. Trades apprenticeships consist of a formal education component, which should be rated under this sub factor, and a job. However, if experience is among the most important factors, it might be weighted at 1. Job ranking this method is one of the simplest to administer. Jobs are compared to each other based on the overall worth of the job to the organization. Each has its advantages, disadvantages, costs and risks. This is the process of establishing the value or worth of jobs in a. Each job or class of jobs can be evaluated in terms of several factors associated with the physical and intellectual requirements, to gether with the responsibility and risk involved. Job evaluation, point rating, factor comparison, factor plan, linear programming. This is the same as in other methods of job evaluation. Jul 18, 20 point rating technique is the most widely used system of job evaluation.
To implement the point factor method, identify which factors make one job more. Now friends we will discuss about how jobs used to be evaluated in an organization. Pdf a study on job evaluation point factor analysis in smes. There are several job evaluation methods from which to. This step is the heart of the job evaluation process. Factor comparison is a method used to carry out job evaluation.
The factor comparison method compares jobs on several factors to obtain a numerical value for each. For example, you may determine that skill is one of. Point method in job evaluation ppt linkedin slideshare. The internal worth of a job is evaluated based upon factors like knowhow, problem solving, accountability, education, experience, complexity involved in the job, scope of job, supervision received and authority exercised. The factor evaluation system fes is the method most often used to assign grades to nonsuper.
How to conduct a job evaluation eri economic research. It attempts to compare the relative intrinsic value or worth of jobs within an organisation. The most widely used point method job evaluation is. Decision band method dbm of job evaluation involves three. Jobs within the organisation are arranged in an order either from the most difficult to the simplest or in. The ranking system, job classification or grading system, the factor comparison system, and the point system. In simple words, job evaluation is the rating of jobs in an organisation. May 18, 2015 each job is rated using the job evaluation instrument. Jobs can then be banded into grades, and the grades used to determine pay. Training in the use of the system takes several days, followed by several months of organizational experience to become proficient in its evaluation style. This classification process reflects the level of responsibility of the job within. Jul 18, 20 the primary factor in determining compensation is an evaluation of work performed.
Decision band method dbm of job evaluation involves three basic steps. The makings of a system provides thirty sample job evaluation factors. Jes evaluation framework government of newfoundland and. Factor comparison is a complex quantitative method. Jan 26, 2019 for example, if an office manager position requires four to six years of experience, it would be assigned a preliminary value of 50 points for this factor. Job evaluation refers to the measurement of the value of a job relative to other jobs. This is the most widely used method of job evaluation. 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. The modified aiken plan described here is a factor comparison plus factor analysis plus point evaluation. The job evaluation system is known as the weighted job questionnaire custom wjq custom. Joint job evaluation guidebook university of victoria. Common methods of job evaluations several techniques of job evaluation have been developed. Jobs are then grouped by total point score and assigned to wage.
The most commonly used include job ranking, whole job classification, and points factor comparison. The pointfactor method is the most commonly used method of job evaluation, which involves using specific factors to evaluate job worth. The method evaluates the compensable factors of each job. Building a system of job evaluation in the organization 7. Trades apprenticeships consist of a formal education component, which should be rated under this sub factor, and a job experience component, which should be rated under the experience sub factor. When evaluating a given feature, factor, object, subject we weight various. Job evaluation manual school district 61 greater victoria.
Example of numerical estimation on importance of verbal evaluation on a 5point scale. The point factor method is the most commonly used method of job evaluation, which involves using specific factors to evaluate job worth. Scribd is the worlds largest social reading and publishing site. Each factor is then divided into levels or degrees which are then assigned points. A development project proposal can be used when you have a plan ready in a way that can help in the development of your business. This is the process of establishing the value or worth of jobs in a job hierarchy. Instructs the job evaluation committee on a the definition of each job factor, and b scoring each level and degree using the weighted points appendix f. Identifying these elements require an internal business needs analysis and a. Pointfactor method is a strategy for valuing jobs based on elements deemed important to the organizations survival. Point rating method of job evaluation mba knowledge base. There are four basic identifiable factors in all jobs that job evaluation systems must be capable. A point factor job evaluation system is used by sfu to determine the relative worth of positions in the cupe, local 3338 bargaining unit. The starting point for this process is the job fact sheet. Job evaluation is a process to determine the value of a particular job to the organization based on the importance of duties and tasks performed on the given job.
When rigor and a systematic approach are used for job evaluations, this ranking is completed with ease as well as certainty. Define each compensable factor and the degrees of each factor. Job evaluation method the point system of jobevaluation is more commonly in use than other methods. The steps for implementing the point method of job evaluation are summarized in exhibit 8. Jobs are then grouped by total point score and assigned to wagesalary grades so that similarly rated jobs would be placed in the same wagesalary grade. Accordingly, a systematic job evaluation becomes an essential part of the. Job evaluation definition is systematic qualitative appraisal of each job or position in an establishment either through the assignment of points for job characteristics or through comparison of job factors. Under this system the job raters simply rank one job against another without assigning point values. Job evaluaton is a systematic way of determining the valueworth of a job in an organisation. Job evaluation definition of job evaluation by merriamwebster. Under this method, jobs are broke down based on various identifiable factors such as skill, effort, training, knowledge, hazards, responsibility, etc. Job evaluation definition of job evaluation by merriam. Gender bias point method the purpose of this act is to redress systemic gender.
Decision band first jobs are classified into one of six different decision bands based on the characteristics of the decision that a job requires. The ranking system, job classification or grading system, the factor comparison system, and the point. Rajeev guptapgm07060582 slideshare uses cookies to improve functionality and. There are several job evaluation methods from which to select. Point factor systems are based on major core competencies that are assigned points. For example, table2 shows that the skill factor in the context of job evaluation has three sub factors. Some examples of knowledge, skills and abilities include. The job evaluation system is comprised of two directly related components, a job description and a job questionnaire.
Concept, objectives and procedure of job evaluation. The job evaluation system is known as the weighted job. Rate the education sub factor before rating the experience sub factor. The method is based on the following primary factors. This gender neutral point factor system is a universal plan which measures certain identifiable factors present in all jobs, but to varying degrees. The internal worth of a job is evaluated based upon factors like knowhow, problem solving. Job evaluation 2010 international council of nurses.
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