Job Evaluation - Traditional Approaches and Emerging TechnologyThe purpose of this publication is to communicate the rationale of job evaluation and wage administration, acceptable principles in their utilization, and various types of standard (and, recently evolved) plans and procedures. It is useful as a basic resource of concepts, ideas, facts and examples for experienced job analysts and wage administrators, as well as for the novice. Both the casual reader and the researcher should find a balance between theory and practice to meet the needs of both. There are examples of several applications. Most offer an abundance of ideas and detail for application. It is neither recommended nor intended that these techniques be copied verbatim, but intelligently modified for specific use. Six types of job evaluation systems are described, which can be further classified into three categories: Quantitative, Non-Quantitative, and Emerging Technology. |
Contents
The Job Description | 22 |
SkillsBased Pay | 46 |
Point Systems | 66 |
FactorComparison | 107 |
Predetermined Grading | 124 |
CompetencyBased Pay | 147 |
The Job Rating Committee | 177 |
Analyzing Your Job Evaluation System | 217 |
Common terms and phrases
ability analysis application approach Arithmetic Progression assigned Associate Band behavior Broadbanding changes Clerical compensation competencies considered Cross-functional teams definitions Degree Points determine duties Education employees Engineering Band Entry Rate equipment example factor degrees factor points factor weights Figure frequently function Geometric Progression grade Band incumbent individual install job analysis job description job evaluation plan job evaluation systems job factors job grades job rate job titles key jobs knowledge Labor Technician learning major maximum mid-point minimum number of degrees number of job operation organization organizational overlap pay grade pay system performance performance appraisal person Physical Demand Point System Points Spread Practitioner Predetermined Grading procedures production quartiles range rating committee regression analysis responsibility result salary selected skill levels skill units SMEs specific standards Step supervision supervisor system Band Table Total Job Points total points usually utilized wage survey