Introduction
Job evaluation is a practical technique, designed to enable trained and experienced evaluators to judge the size of one job relative to others.
As it is a practical technique, "theoretical" training is of limited value - evaluators learn how to apply the technique by evaluating jobs in their own organization, which they know and understand.
Jobs are concerned with people and human behavior, so it is not possible to scientifically measure the contribution of a job, either in absolute terms or in relative terms. It is possible, given an effective job evaluation method, to make a judgement about the job's contribution relative to other jobs in the same organization.
Judging one job against others depends a great deal on understanding how the job is done. That may seem an obvious statement, but it underlines the point that the committee of evaluators will spend most of the time in the job evaluation exercise getting to understand the job thoroughly.
Job evaluation is:
- Comparative
- Judgmental
- Structured
- Job Centered
Job evaluation is NOT:
- Absolute
- Scientific
- Unstructured
- Person Focused
Job Evaluation Rules
It is not possible to measure scientifically the importance of the contribution of one job relative to another. The evaluators in the Job Evaluation Committee have therefore to make a judgement which is not wholly objective.
The ground rules for defining the job for evaluation purposes:
- Evaluate the job not the job holder.
- Evaluate the job by taking a view of the job as it would be done at fully acceptable performance.
- Evaluate the job as it is defined now, not as it was or will be. Note that some jobs will be of new design.
- Evaluate the job without reference to its current grade or rate of pay.
- No understanding equals no evaluation.
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Different Types of Job Evaluation Methods
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Job Evaluation Committee
The objective of the Job Evaluation Committee is to produce an equitable and objective evaluation of all positions presented to the Committee.
Duties & Responsibilities
The Committee is responsible for overseeing the job evaluation processes which is designed to provide but not limited to:
- Maintain a comprehensive knowledge of the selected job evaluation methodology
- Ensure training is provided to key stakeholders on the job evaluation methodology
- Maintain the confidentiality of information received and dealt with by the Committee
- Oversight that an appropriate job evaluation processes and practices is in-place
- Advising and oversight on any other matters related to job evaluation
Committee Members
The Committee Members are appointed by the company for a duration of one (1) year.
- Head of HR - Chairman
- Department Representatives - Committee Members
- Committee Secretary
In fulfilling its responsibilities, the Committee will:
- ensure it has sufficient information for informed decision-making.
- ensure it receives regular reports from the company on recent or changes made to jobs and related matters affecting job scope and weight.
- obtain data from external sources periodically to ensure the company's job evaluation practices are in line with market conditions; and
- has authority, within the scope of its responsibilities, to seek any information it requires from any party within the company.
Committee Meetings
The Committee will meet on a quarterly basis as communicated with reasonable prior notice by the Committee Secretary. Additional meetings will be decided by the Committee Chairman deemed necessary to fulfill their role or as circumstances dictate.
Any Committee Member may require business to be included in the agenda, provided the Committee Secretary has been given reasonable prior notice of that business.
Committee Voting
The Committee Members will do their best to reach a unanimous decision on all job evaluation matters it considers. If a unanimous decision is not achieved, the matter will be decided by a majority of the voting of the members present.
The right to vote (1 vote per committee member) shall be exercised by each committee member and will be counted & documented by the Committee Secretary. The vote will be taken by “raising the right hand” for a job evaluated result.
If there are equal numbers of votes for and against, the Chairman will have a second or casting vote. There will be no restriction on how the Chairman chooses to exercise a casting vote.
Agenda & Minutes of Meeting
Committee agendas for meetings will be set by the Committee Secretary in conjunction with the Chairman.
Minutes of meetings of the Committee shall be prepared by the Committee Secretary, approved by the Committee Chairman and circulated to all members of the Committee within seven (7) business days from the meeting. The minutes of meetings will be retained in hard copy or soft copy by the Committee Secretary.
Committee Evaluation
The Committee Chairman will review the Committee’s Charter at least annually, make amendments as and when required and publish to the Committee Members.
The Committee shall perform an annual self-assessment of its performance to determine whether it is functioning effectively and meeting the requirements of its Charter.
