Job Evaluation
Job evaluation is a process that is structured to evaluate job content. The three factors of job content that are found in all jobs are:-
- Results creations (Freedom to act)
- Problem solving
- Competency
All jobs create some end results and the jobs design prescribes different freedom to act. For example, the job of a cleaner is to follow strict routines prescribed. The cleaner is no free to act in terms of changing the prescribed routines. The job of a cleaner of this design would be rated level 1 on the results creation chart.
Conduct of Job Evaluation
Job evaluation is always conducted by a trained panel.
Job evaluation must be conducted properly because the evaluation answers must be correct and they must be acceptable.
In our experience, a panel consisting of 3 or 4 members together with the HR managers acting as a secretary seems to produce good results. The panel must always seek to establish accurate rating based on consensus.
Determining Career Levels of Employees
The process of Job Evaluation produces job size. It is not a measure of the job holder’s capability. In compensation management where an organisation practices the principle of job rating – the salary range is attached to the job grade and this practice is in line with the principle of rate for the job.
Career progression of professionals seems to take a form, which is relatively similar with multinationals organizations. In order to attract, retain and motivate professionals, organisations must communicate remuneration principles and processes in a rational manner. In an organisation that subscribes to the principle of “pay-for-capability”, the appropriate rate for the individual is determined by the level of capability (Career Level) of the employee.
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