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1、Point Rating Evaluation Plan1Job EvaluationWhat is Job Evaluation? A systematic process of determining the value of jobs in relation to other jobs within the organization.2Job EvaluationJob Evaluation Principlesfocus on the work done not on the individual doing the workconcerned with what is done, h
2、ow its done and why - not with how welljob worth is measured using factors3Job EvaluationObjectives of Job Evaluationto establish a hierarchy of jobs or groups of jobs in the organizationto provide a consistent approach to the way jobs are evaluatedto recognize that similarities and differences amon
3、g jobs is an important aspect4Job EvaluationFactorsFactors are the yardsticks by which job size or job worth is measured.5Job EvaluationFactorsmeasure the variables/differences in jobsidentify what the organization values 6Job Evaluation PlanFactorsKnowledgeCreativityResponsibilityComplexity & Diver
4、sityProfessional/Content KnowledgeHuman Relations SkillsInputThroughputOutput7Job Evaluation PlanFactorsKnowledgeProfessional/Content Knowledgeknowledge about practical procedures, specialized techniques, professional and scientific disciplinesmeasures both depth and breadth (i.e. specialist and gen
5、eralist jobs)8Job Evaluation PlanFactorsKnowledgeComplexity and Diversityanalytical/conceptual skills needed for planning, organizing, directing and staffingmay be exercised consultatively or directlyskills to harness resources, reconcile conflict, bring units/interests together9Job Evaluation PlanF
6、actorsKnowledgeHuman Relations Skillsskills needed for direct interaction on a person-to-person basis with peers, subordinates, teams, clients, the public or those with higher authority within or outside the organization in order to produce end results10Job Evaluation PlanFactorsCreativitymeasure of
7、 original thinkinguse of knowledge factors in environment ranging from highly controlled to unstructuredthinking environment and thinking challenge11Job Evaluation PlanFactorsResponsibilitydegree that the job directly impacts the end results and importance of the end results to organization12Job Eva
8、luation PlanOverviewJob Evaluation Guide Chartspresent the factors, dimensions and point values used to evaluate jobsdefine what the organization values and describe a continuum of the levels13Job Evaluation PlanOverviewJob Evaluation Guide Charts evaluation to Guide Charts is one step in the evalua
9、tion processfactor rating selected should represent what the job is responsible for “for the most part”14Job Evaluation PlanOverviewBenchmarksexamples of jobs that are representative of workshow levels of work both for individual job evaluation factors and for total evaluation15Job Evaluation PlanOv
10、erviewBenchmarksreference point against which other jobs are measured to ensure cross government equity and consistencyintegral part of job evaluation process16Job Evaluation PlanOverview Current Plan New PlanClass SpecsKind of WorkLevel of WorkWhole Job ComparisonGuide ChartsFactor DefinitionsFacto
11、r Degrees and PointsFactor to Factor Comparison17Job Evaluation PlanEvaluation ProcessJob information is documented on the new job description form.Job information is reviewed and clarified, as required.18Job Evaluation PlanEvaluation ProcessJobs are evaluated using the Guide Charts.each factor is r
12、ated and scored.total points calculated.The job is compared to benchmark jobs with similar points to verify the rating.The job is allocated within the plan.19Job Descriptions and ProfilesJob Descriptions Provide written statement identifying key information about a position within an organizationJob
13、 ProfilesProvide a description of a “role” vs. an individual job20Job DescriptionsUsesqjob evaluationqrecruitmentqperformance assessmentqhuman resource planningqtraining and development21Job DescriptionsBasic Principlesjob information relates to the job not the incumbentkeep it in plain language, si
14、mple and factualno relationship between length of description and size of job22Job DescriptionsPREP Job Description FormatMoving away from “task” oriented descriptions to “results” oriented. Example: Task = I sweep the floor.Results = A clean floor.23Job DescriptionJob EvaluationResponsibilities and
15、 ActivitiesResponsibilityCreativityScopeComplexity and DiversityKnowledge, Skills and AbilitiesProfessional KnowledgeComplexity and DiversityHuman Relations SkillsINPUTTHROUGHPUTOUTPUTKnowledge Creativity ResponsibilityProfessional KnowledgeComplexity and DiversityHuman Relations SkillsJob Descripti
16、ons24Job DescriptionsJob Description FormatPurpose - summary of:main job responsibilitiesframework in which these are carried out key contribution to the organization i.e. why this job exists.25Job DescriptionsSample Purpose StatementOperation and daily administration of the Centers Trust Accounts,
17、Purchasing/Payables, Inmate Property Stores, Stock Keeping and Personnel/Payroll within Divisional and Financial Policies and Procedures, approved budgets and negotiated agreements resulting in an efficient and cohesive group of employees delivering the Centers business operations.26Job Descriptions
18、Responsibilities and Activitiesstart with a shopping list of all activities/tasks involved in doing the workgroup common activities into responsibility areas (typically you will have between 4 -8)27Job DescriptionsResponsibilities and Activitiesdescribe each of the responsibility areas in one senten
19、ce including:WhatWithinOutcomesActivityContextEnd Results 28Job DescriptionsResponsibilities and ActivitiesDescribe three major activities associated with each area of responsibilityNot every task performed is included29Job DescriptionsResponsibilities and Activities - exampleAssists the Deputy Dire
20、ctor of Administration in the monitoring of the Centers expenditures to ensure budget guidelines and limitations are met while ensuring sufficient stock is maintained.30Activities - contdEnsures the timely preparation and accuracy of the Center variance report. Forecasts expenditures and provides bu
21、dget information to Financial Planning. Approves expenditures within guidelines set by the Deputy Director of Administration.Job Descriptions31Job DescriptionsActivities - contdMonitors and controls stock to ensure the Center is able to function efficiently within budget constraints. 32Job Descripti
22、onsScopeinfluence/impact of the job has on external/internal groups/areas diversity and complexity of the job.33Job DescriptionsScope is described by:variety and size of projectsvariety and size of programs/functions and servicesstakeholders and/or client groupsgeographical spread34Job DescriptionsK
23、nowledge, Skills and Abilitiesall knowledge, skills and abilities required to be fully functioning in the job.35Job DescriptionsKnowledge, Skills and AbilitiesIt includes:qformal knowledge i.e. academic, e.g. accounting principles/practices, scientific theories.q informal i.e. experience/training, e
24、.g. specialized techniques, analytical skills.qknowledge and skills required to interact with others e.g. mediation skills, negotiation skills.36Job DescriptionsKnowledge - exampleKnowledge of government budget/accounting practices, policies and procedures. Knowledge of government administrative sys
25、tems, practices, policies and procedures (e.g. purchasing systems). Knowledge of internal and external resources. Communication skills. Organizational skills.37Job DescriptionsKnowledge example - contdMicrocomputer and CoMIS skills. Ability to resolve conflicts in a productive manner. Supervisory skills. Writing skills. Knowledge and interpretation of negotiated agreements. 38Job DescriptionWriting39
