It is essentially a combination of the ranking and point systems. Asher-Gallant Press, Brentwood, New York and “How to Write Job Descriptions — the Easy Way” by Bureau of Law & Business, Inc. Madison, CT. No matter what your expertise in writing job descriptions, there are a few basic rules to keep in mind at all times. “Daily”, “weekly”, “monthly” are preferable because they are more precise than, Beware of generalizations. Appraise – To evaluate as to quality, status, effectiveness; to analyze. Make that your number one priority. Requisition – Make a request for something. Exercise – To bring to bear or employ actively, as in exercising authority faster. 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). This process is best done in three progressive stages. Moderate visual concentration required. For example, “handles distributing of reports” can easily become “handles report distribution “or, better yet, “distributes reports”. Email: hr@brandonu.ca, Payroll Organizational – Familiar with the organization; keeps aware of changing situation to Awareness anticipate internal problems and opportunities; understands how activities and decisions will affect other parts of the organization and responds accordingly. Informal supervision through assignment and checking of work is integral to position. Flag – To mark distinctively, as in flagging a discrepancy. Moreover, the paper compares and contrasts the Hay System with other * Adapted from “The Complete Portfolio of Prewritten Job Descriptions” by Richard H. Wolff. Keep cutting. Process – To subject to some special treatment; to handle in accordance with prescribed procedures. Goal – An objective; a result to be achieved. Ranking method. Phone: (204) 727-9705 Resilience – Takes adversity well and bounces back; counter-attacks with new strategies and tactics when faced with roadblocks to desired results. This method determines the relative rank of the jobs is evaluated in relation to the monetary scale. Each member of the Committee participates in the evaluation of the position and in arriving at the appropriate point rating of each of the factors and of the position. Negotiate – To exchange views and opinions in order to reach agreement; discussing pros and cons of proposals. Some are different in respect of efforts, duties, skill, working conditions and responsibilities to […] A performance evaluation is a useful tool for small business managers. There are primarily three methods of job evaluation: (1) ranking, (2) classification, (3) Factor comparison method or Point method. Authority – The power to act, command, influence. Any concerns identified by the Director, Human Resources, will be referred to the area head with a detailed explanation that, in turn, will be referred to the employee and supervisor. The total point values fall within ranges, which represent classifications (i.e. Classify – To separate into groups; to systematically arrange. Slightly disagreeable working conditions, exposure to somewhat noisy, hot or cold conditions for less than 20% of the time. If the MGEU member is dissatisfied with the decision of the CRC, she/he may ask their Union to take the matter to arbitration, as discussed in the collective agreement. The system was then reviewed with MGEU and adopted in 1995 for that group. Check – To examine; to compare for verification; to make certain of an outcome; to monitor. Job evaluation is an assessment of the relative worth of various jobs on the basis of a consistent set of job and personal factors, such as qualifications and skills required. Adaptable – Can perform a variety of tasks, change assignments on short notice, achieve results in different areas simultaneously. Assure – To confirm; to make certain of; to declare with confidence; to guarantee. In this regard, it is important to note that job evaluation is not an exact science. 100-200 might be A, 201-300 B, and so forth). Does not consider market compensation rates. Plan – To devise a project, method or course of action. There are a number of ways to approach job evaluation, but there are four primary methods that all HR professionals should know. Instruct – To impart knowledge; to supply direction, give information (see Train). It is particularly suited to jobs consisting of a variety of tasks. Anyone at the University should be able to pick up a job description and come away with concise knowledge of what the job entails. Policy – A definite course of action selected from among alternatives to guide and circumscribe present and future decisions and activities. 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. Job evaluations are done by organizations to reassess jobs as the organization expands, to implement performance measures for each job, to attract qualified candidates and to retain valuable employees. 10 steps to developing a successful job evaluation 1. R7A 6A9, Phone: (204) 727-9782 This component of job analysis is important because it … The combined factors do not necessarily describe every aspect of a job. Edit – To revise and prepare written material, usually for publication. Arrange – To place in deliberate order; to set up, as an event. For this reason, there are no standard specifications for each classification and, consequently, the system allows a wide variety of jobs to be valued against each other throughout the University. Employees should conduct a self-assessment prior to your performance evaluation, so provide each employee with a written document that allows them to rank themselves on performance, meeting goals, teamwork, attitude and job-specific performance standards. This is also known as job analysis and its findings are what goes into a job description. Again, clarity is a major goal. Salesmanship – Develops plans to accomplish specific sales goals; uses time efficiently and is personally well organized so as to achieve highest possible sales results; gets others to come over to his/her way of thinking. Guidance – Conduct or direct others along a course of action; offering assistance. The Brandon University Job Evaluation System, which is used to evaluate and classify positions in the Manitoba Government & General Employees’ Union (MGEU) (with the exception of Food Service positions) and Exempt MPO and ESS staff, was first adopted in 1993 for Exempt staff positions. When an MGEU member wishes to apply for reclassification, she/he must include a written statement indicating why she/he is requesting a re-evaluation of the classification. Interview – To question in order to obtain facts or opinions. Jupiterimages/Brand X Pictures/Getty Images. Work standards – Completes work to specified requirements, using accepted procedures;(general)strives for best job results possible. “Involves the use of” becomes “uses”, ” for the purpose of” is shortened to “for”, “it is evident that” turns into “evidently”. In a larger organization, it is more complex to use, but sometimes it can still work if jobs are grouped by job families—professional level, etc. Any questions or concerns are to be directed to the Director, Human Resources. Best practices and processes have been developed for organizations to perform job evaluations, and most of these processes have similar basic elements. Inform – To instruct; to communicate knowledge. asked Apr 22, 2016 in Business by Fatboyslim. Only when the smaller duties are grouped and described with other similar duties can the system determine the value. 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. You’re not trying to impress, but to communicate. Audit – To examine in depth; to look into a situation or problem and report the findings (see Analyze). Disagreements will be resolved in the above detailed manner. In a job evaluation that results in decisions about a job classification, factors such as decision-making authority, the scope, and range of the responsibilities performed, the level of the duties performed, and the relationship of the position to other jobs in … Ascertain – To find out or learn with certainty. Human Resources Responsibility – Accountable for decision, action, results, as in: Review – To go over or examine critically; analyze results for the purpose of giving an opinion. The aim in the job description is to describe job duties comprehensibly. If the parties still cannot agree within two (2) weeks, the University shall make the determination. Various types of jobs are performed by employees in an organization. Stay alert for grammatical clutter. Customer Service – Helpful and responsive to customer; displays patience and consideration; never curt or disrespectful; promotes image of company at every opportunity. University degree + professional designation + 5 years related experience, or comparable combination of education and experience (specify specialty/major and designation required). First, use your discretion on format and content to develop a fairly structured outline of just what key information should be included in the job description questionnaire. Inspect – To examine carefully and critically; to review for conformance to specifications. Do the same with phrases. Collect – To gather facts or data; to assemble; to accumulate. ADVERTISEMENTS: Four principal systems of job evaluation are given below: (1) Ranking system; ADVERTISEMENTS: (2) Job classification system; (3) Points rating system and (4) Factor comparison system. The composition of the appeal committee for MGEU positions is the Classification Review Committee (CRC), which is composed of the Vice-President (Administration & Finance), the President of MGEU Local 135 and a third party, who shall serve as the chair of the committee, selected from within the employees of Brandon University by the Vice-President (Administration & Finance) and the President of MGEU Local 135. This is accomplished by using a defined system to rank each job's contribution to the organization and the degree of difficulty to fill the job. Job evaluations are used to determine the relative worth of jobs within an organization. It also allows the organization to re-assess recruiting and retention efforts, as well as align the organization's structure to better fit overall goals. Come back to it with a fresh perspective, and you’ll see things you didn’t notice the first time around. If the parties cannot agree, the matter should be referred to the Director, Human Resources and the area head for resolution. Moderate visual concentration required. File – To arrange papers, materials, etc., in some methodical manner. Watch your ego. Use parentheses to indicate qualifying numbers or comments, and even to insert explanatory details. Tight structure. At the same time, employees hate performance evaluation because they dislike being judged. Job evaluation and compensation. The job evaluation process refers to all components of Case Western Reserve University's formal pay program. Moderate visual concentration required. This factor, in total, is worth 10% of the total value. Image – Displays professional appearance and conduct; makes a good impression on individuals inside and outside the University. The following notes will assist you in completing the job description questionnaire. Record – To register; to make a record of. Required to concentrate on small areas or objects for short periods of time (i.e. Discuss the information with your supervisor to ensure that all of the relevant information is included. University degree + 3 years related experience, or comparable combination of education and experience (specify specialty/major that is required for position). Point rating job evaluation is one method of determining the relative value of jobs. Supervise – To oversee; to guide with directions; to inspect with authority; to instruct with immediate responsibility for purpose of performance; to superintend; to lead. Assemble – To pull or gather together in a distinct order; to collect in a set pattern; to fit together the parts or pieces. Discuss – To exchange views for the purpose of arriving at a conclusion or expressing a convincing argument. Job descriptions provided in any other format will be returned for revision. A standard set of dated organizational charts, comprised of every administrative support position within the University, will be available to the Job Evaluation Committees for purposes of understanding the relative positioning of each job in the University in relation to supervisors, area heads, subordinates and … The system attempts to relate the amount of an employee’s pay to the contribution made by his/her job to the effectiveness of the organization. These discussions have led to revisions of the process. The position itself is, therefore, the focus of the evaluation and the incumbent and any of his/her specific qualifications or any specific salary level or any performance assessment of the incumbent is ignored in the evaluation process. It should take no longer than four (4) weeks to acquire all of the required signatures without a valid reason. They tend to take suggestions for performance improvement personally and negatively. Observe – To perceive or notice, watch; to monitor. Start as many phrases as you can with an active verb. Duties and responsibilities must be complete and grouped into categories that comprise not less than 10% of the job. A point rating plan defines a number of factors, which are common to the jobs being evaluated (job difficulty, accountability, job knowledge, supervision given, contacts and working conditions). Grade levels increase in relation to the variety of issues and activities, and to the difficulty of the problems and decisions dealt with. Components of job analysis The job analysis has important components that are critical to the success of a project and these components include: Title A title should be short, not complicated and accurate. After the preparation of job description and job specification statements, it assists in the evaluation of actual performance against the predetermined standard. Outlining the job. 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. Effectively performed, job evaluation simplifies pay structure decisions and makes them more rational. Correlate – To establish a mutual or reciprocal relationship. Learning Capacity – Ability and desire to quickly learn new job-related material and expand personal and professional horizons. Job evaluation determines the value of one job in relation to others in the organization in order to ensure a fair job hierarchy and/or salary system is in place. When possible, also specify terms like “may” and “occasionally”. Each factor is divided into two elements (i.e. Receive – To take something that is offered, to accept. Analyze – To study the factors or circumstances of a situation or problem in order to determine the solution; to study various unrelated facts, fit them together, and arrive at a conclusion (see Appraise). This article was created by a professional writer and edited by experienced copy editors, both qualified members of the Demand Media Studios community. Devise – To develop something, especially by combining known ideas or principles. If the Director is satisfied, the document is signed and prepared for the Job Evaluation Committee. A Job Description Evaluation can be initiated by the employee (after completing the probationary period) or the employer when there is a view that the job description or job requirements may have changed significantly since the last evaluation, otherwise no more often than once every twelve (12) months. Anticipate – To foresee events, trends, consequences or problems to prepare in advance for future occurrences. Design – To conceive and plan a specific condition; to create or execute; to construct according to a plan. Points or weightage are assigned to each factor depending on the degree of its importance in a particular job. 8:30am - 12:00pm The four primary methods of job evaluations used to set compensation levels are point factor, factor comparison, job ranking, and job classification. Slightly disagreeable working conditions, exposure to somewhat noisy, hot or cold conditions for between 41% and 70% of the time. May work well for smaller companies. 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