This article was created by a professional writer and edited by experienced copy editors, both qualified members of the Demand Media Studios community. Authorize – To empower; to permit; to establish by authority. (1) Ranking (or Grading) system ADVERTISEMENTS: This is a very simple method of job evaluation. 1. You can arrive at appropriate wages for positions on your farm on the basis of two main management tools: (1) Job evaluations (based on compensable factors such as education, skill, experience, and responsibility), and (2) The going rate (or market value) of a job. That’s the kind of surgical analysis you need to apply to your words, phrases and sentences. Program – A series of steps planned toward an objective; a system. Disseminate – To spread out information or ideas. No supervisory responsibilities integral to position, may provide guidance and training to other employees. 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. Administer – To manage or direct the application, execution or conduct of; to administrate (see Control). * Adapted from “The Complete Portfolio of Prewritten Job Descriptions” by Richard H. Wolff. File – To arrange papers, materials, etc., in some methodical manner. Although the System is being used only to evaluate the MGEU, MPO and ESS positions, the full scope of the rating matrices could accommodate every administrative position within the University from entry level positions to the President. Assume -To undertake; to take it upon oneself to fulfill a responsibility or assignment. There are two steps involved in this process:, , Work standards – Completes work to specified requirements, using accepted procedures;(general)strives for best job results possible. JOB SPECIFICATION is a statement which tells us minimum acceptable human qualities which helps to perform a job. 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. Submit – To present for decision; to offer information for judgement by others. For example: (Secretary) “Records appointments” rather than “A record of appointments must be maintained.”. What kind of direction? Try the free practice test! Detail-oriented – Accomplishes a task thoroughly; pays attention to all aspects, no matter how small. There will be times when the requirements of a job change for a short and specific period of time. This process is best done in three progressive stages. Ascertain – To find out or learn with certainty. When possible, also specify terms like “may” and “occasionally”. 2-3year post-secondary education/diploma program + 5 years related experience, or comparable combination of education and experience, specify education or diploma program required (applied to senior roles with supervisory/administrative responsibilities). Job analysis also provides the required information that is necessary for evaluating the worthiness of jobs. Distribute – To pass around; to allocate; to deliver to specific places or persons. This element can assist in finding which jobs have become irrelevant, can be combined or have evolved to contribute more to the organization. Once the questionnaire has been completed, both the employee and the supervisor must agree with the information on the questionnaire and signify so by signing the document. job difficulty is divided into complexity and judgement elements). Each factor is divided into two elements (i.e. If the parties cannot agree, the matter should be referred to the Director, Human Resources and the area head for resolution. Any resultant reclassification will be applied for the affected period only. Normal visual concentration required for more than 70% of the time. This is not a direct reflection on the employee performing the job but ranks the overall elements of the job to determine the level of organizational contribution. It is expected that the vast majority of jobs will conform to those standards. You might not need “their” if it’s a given, and repeating “must” or the preposition “to” in certain circumstances can be dropped. The total points for a job indicate its relative worth or value. It also helps in chalking out training and development programmes. Anyone at the University should be able to pick up a job description and come away with concise knowledge of what the job entails. Best practices and processes have been developed for organizations to perform job evaluations, and most of these processes have similar basic elements. Components of the SAFE® Job Evaluation System The Systematic Analysis and Factor Evaluation (SAFE®) System ensures a consistent and equitable method of evaluating jobs. Complexity refers to the variety and relative difficulty of the material or information upon which decisions are based. It should take no longer than four (4) weeks to acquire all of the required signatures without a valid reason. Establish – To set up; to illustrate; to develop for use. This component of job analysis is important because it … There are a number of ways to approach job evaluation, but there are four primary methods that all HR professionals should know. Secure – To gain possession of; to obtain. Adaptable – Can perform a variety of tasks, change assignments on short notice, achieve results in different areas simultaneously. The four primary methods of job evaluations used to set compensation levels are point factor, factor comparison, job ranking, and job classification. Compose – To arrange in proper order; to command the efforts of others so as to produce desired outcome. An organisation can enjoy many benefits if their job evaluation is designed to ensure internal and external equity and job parity in a structured manner, and as well can easily overcome challenges from the workforce regarding jobs of equal value. Follow-up – To monitor the progress of; to see if results are satisfactory. Duties and responsibilities must be complete and grouped into categories that comprise not less than 10% of the job. Does not consider market compensation rates. All articles go through an editorial process that includes subject matter guidelines, plagiarism review, fact-checking, and other steps in an effort to provide reliable information. Safety – Observes company safety standards; helps maintain safe conditions for all members of the organization. In the ranking method of job evaluation, a whole job is compared with others and rank is provided on the basis of this comparison. The questionnaire is then sent to the area head who, in most cases, will be the budget unit head. After all of the assessments, evaluators can determine compensation for each job within the organization based on all factors of the job evaluation. The composition of the appeal committee for Exempt positions is the Exempt Staff Evaluation Committee plus the Vice-President (Administration & Finance). 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. These are only a few of the organizational frameworks that you can follow. Grade levels increase in relation to the variety of issues and activities, and to the difficulty of the problems and decisions dealt with. Collect – To gather facts or data; to assemble; to accumulate. A better statement would be, “Conducts regular meetings on a _________ basis with departmental staff to review and discuss activities in ___________ and ____________ areas, as well as future goals and objectives.”. And use words that specifically spell out the way you want the work accomplished. There are many different types of job evaluation systems to choose from. This factor deals with the decision-making aspects of the position. While many variations of these methods exist in practice, the three basic approaches are described here. Persuasiveness – Uses appropriate methods and styles of communication to gain acceptance of an idea, plan, activity or product; leads others to adopt his/her opinion. This glossary is designed to give you these advantages. Work requires light physical effort and extension (e.g. Collaborate – To work or act jointly with others. Adopt – To take and apply or put into practice; to accept as a proposal. Inspect – To examine carefully and critically; to review for conformance to specifications. Work standards – Sets high personal standards of performance; not satisfied with average(personal)or traditional results. “Situation”, “circumstance” and “facilitate” just don’t paint a clear enough picture. The following notes will assist you in completing the job description questionnaire. Watch your ego. Formulate – To establish a system; to develop or devise a plan, policy or procedure. In order to ensure equal treatment for each position being evaluated and to ensure concise information, it is imperative that each questionnaire be completed using the prescribed form only, using ten (10) point Arial font, and conforming to the space size provided for each question. 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