Tracking the attendance of your employees includes the specifications of their vacation time. Knowing when members of your workforce are not in their area of designation because of vacation…continue reading
51+ Sample Job Evaluation Templates
Job Evaluation Formdownload now
Job Evaluation Panels Templatedownload now
Job Evaluation Questionnaire Templatedownload now
Job Evaluation Policy and Proceduredownload now
Job Evaluation Exercisedownload now
Proposal for Job Evaluation Policydownload now
Job Evaluation Manualdownload now
Job Evaluation Questionnairedownload now
Exempt Job Evaluation Manualdownload now
Job Evaluation Scheme and Factorsdownload now
Sample Job Evaluation Policydownload now
Job Evaluation Manual and Tablesdownload now
Job Evaluation Templatedownload now
Job Evaluation Schemedownload now
Contractor Post Job Evaluation Formdownload now
Job Evaluation Analystdownload now
Job Evaluation & Structure Factsheetdownload now
Sample Job Evaluationdownload now
Performance Evaluationdownload now
Performance Evaluation Policydownload now
Employee Performance Evaluationdownload now
Performance Evaluation Formdownload now
Job Evaluation Matrixdownload now
Work Performance Evaluationdownload now
Job Evaluation Scheme Sampledownload now
Part-Time Employee Evaluationdownload now
Job Evaluation Factordownload now
Application for Job Evaluationdownload now
Sample Employee Performance Evaluationdownload now
Job Performance Evaluation Formdownload now
Simple Job Evaluation Templatedownload now
Job Evaluationdownload now
Value of Job Evaluationdownload now
Job Evaluation Policy in PDFdownload now
Job Evaluation Guidelinesdownload now
Job Evaluation Bookletdownload now
Job Evaluation Criteriadownload now
Job Evaluations Templatedownload now
Job Evaluation Formatdownload now
Job Evaluation and Pay Equitydownload now
Job Evaluation in the 21st Centurydownload now
Job Evaluation Factor in PDFdownload now
Joint Job Evaluation Templatedownload now
Job Evaluation System Templatedownload now
Job Evaluation Technical Notedownload now
Sample Job Evaluation Policy and Proceduredownload now
Process Flow Job Evaluation Schemedownload now
Guidelines for Job Evaluationdownload now
Job Evaluation in HR Policydownload now
Policy and Procedure Regarding Job Evaluationdownload now
Competency Management & Job Evaluationdownload now
Simple Job Evaluation Matrix Templatedownload now
What Is A Job Evaluation?
Even if they are sometimes used interchangeably, there is actually a difference between job analysis and job evaluation. If you want to know the value of a particular job, it is essential for you to develop the latter document. Using a comprehensive job evaluation form can let you be well-guided as you execute the activities for the actual job evaluation. To give you a clearer idea about the subject matter, the processes of job evaluation focuses on the proper examination of the job and its functions to the organization. With this, it is important to take note that job evaluation is not used to measure the performance of an employee but rather to know how a particular job designation impacts the operations of a business.
Basic Job Evaluation Content
There are specific details that are essential to be included in a job evaluation. Being able to put all of these items together in a single document can make your job evaluation become more effective, clear, and thorough. If you are in the midst of outlining the variables that you plan to present in a job evaluation, make sure to not forget the most important key points expected from the document. Here are some of the information that are commonly found in a basic job evaluation:
1. The Responsibilities and Obligations Associated With the Job
Do work with a team that can help you develop a multi-dimensional job evaluation. It is important for you to have the input of your employees and other stakeholders when listing all the responsibilities and obligations that are associated with the work position that you are evaluating. Doing this can help you further understand the job as well as the importance of the role to your daily business operations.
2. The Level of Interaction Between the Job And the Other Parts of the Business
Present the linkages of the work position with all the other work designations available in your organizational structure. In what way is a particular job aligned with the provision of the deliverable of another job? You have to be specific when defining and describing these relations and interactions so you can make sure that you are looking into factors that can make your job evaluation as fact-based as possible.
3. The Requirements of the Job Being Evaluated
What makes a candidate suitable for the work position? What the job requires is also an important area that you have to deal with when making a job evaluation. List down all the mental and physical abilities, educational milestones and requirements, and professional work experiences that are essential to be observed in an individual so he or she can be deemed to be a fit and qualified work candidate for the position. Looking closely into these matters can make it easier for you to assess the weight of the job’s requirements and the expectations to whoever will be designated in the work post.
4. The Job Evaluation Methods, Measures, Strategies, and Result Presentation
List all the evaluation sheets, employee questionnaires, and other tools that you have used to gather data. It is also essential for an evaluation report to be developed so you can identify trends, common observations, and other items that can help you become more particular when identifying the importance of a job to your business.
Key Points to Consider When Making an Excellent Job Evaluation
Not all job evaluation documents are done in the same manner. You have to know how to prioritize your current needs so you can develop a job evaluation based on your given purpose, targeted results, and desired evaluation result usage. Even if there are different ways on how you can create a job evaluation form or any other types of related documents, there are certain information that should always be found in a standard job evaluation process and result documentation. Here are the most important key points that you must consider when making a job evaluation:
6 Steps for Developing a Detailed Job Evaluation
You have to set the right direction for the development of your job evaluation. If you can be mindful of the steps that you will take within the entirety of the procedure, it will be easier for you to come up with a great document output and to get effective results. Below is a six-step process that you can use as a reference if you want to develop a detailed job evaluation right now.
Step 1: Format Your Job Evaluation Document Strategically
If you need guidance with the development of your job evaluation’s format, we suggest for you to use any formatting references like downloadable and printable templates. Strategically formatting your job evaluation based on your presentation and document updating needs is very important as this can affect the efficiency of the job evaluation’s usability.
Step 2: Present the Job Being Evaluated
Use an outline or a brief description of what the job is all about. Make sure that your job description is logical, updated, and concise. List down all the tasks that should be done by the person who will be given the job. More so, present ways on how these expected deliverables are carried out. It is also important for you to identify the particular skills and experience that are required for the job to be deemed functional and beneficial for the organization. Assessor analyzes the job analytically so you can set the foundation for the job evaluation strongly.
Step 3: Know the Method That You Will Use For Job Evaluation
Be specific with the method that you will refer to for the job evaluation. There are three kinds of job evaluation methods that are usually used by organizations. First, there is a ranking method. This method will require you to have listed the jobs available in your organization in a specific order based on the value that they can provide to the business. When using the ranking method, the jobs that you have listed are examined as a whole. Another method that you can use is the classification method which focuses on the classifications of jobs based on requirements. In this method, it is very important for you to set-up categories in a pre-determined manner so that results can show you how your employees will be compensated based on the organization’s structure. Lastly, we have the point method, which we will be using in this process. In a nutshell, the point method gives importance to the worth of the job being evaluated based on its alignment to the other roles in the company.
Step 4: Identify the Valuable Factors of the Job
To continue your job evaluation, with the point method as your method-of-choice, set and compare the factors that make a particular job more valuable than the others in the company. Specify the contribution given by the job to the organization. Make sure that you will use a standardized unit of measurement when using particular factors for evaluation. This can objectify and standardize the way you look into the value of each job under evaluation.
Step 5: Evaluate the Job Based on the Factors That You Have Identified
Once you already have a list of the valuable factors of the job, it will be easier for you to evaluate the job from the point of view of the organization. Compare how the job performs based on the mission of the company. Know how the job can affect the effectiveness and efficiency of other jobs. Have a straight to the point evaluation that you can also show to your employees and other stakeholders.
Step 6: Finalize the Job Evaluation Report
The ranking of jobs based on the evaluation that you have made must be presented accordingly. The ranking that you have made can enable you to validate specifications on career progression, rewards provision, and compensation identification. Finalize your report on job evaluation so you can thoroughly explain the structure of the items specified.
Advantages of Creating an Outstanding Job Evaluation
57% of professionals in the human resource industry specified that they have achieved a return of investment after the implementation of job evaluation (source: mercer). With this, you have to deliver a well-executed job evaluation so you can also get the results and successes that you aspire and desire to have. Do you know how your organization and its stakeholders can benefit from having a job evaluation? A few of the advantages of creating an outstanding job evaluation are as follows:
Dos and Don’ts for Crafting the Best Job Evaluation
Are you still in the process of planning the development and execution of job evaluation? To ensure that you are properly aware of how you can successfully make a job evaluation work for you, the business, and your workforce; it will be very beneficial to review a number of tips as well as tried-and-tested suggestions about the particular matter. Here are some guidelines that can make it more efficient for you to craft the best job evaluation:
1. Do Clarify and Refine the Job Evaluation Process
Properly manage the entirety of the job evaluation process. Make sure that you will be driven by your purpose and goals. More so, it is imperative for you to establish the transparency of the entire job evaluation so you can come up with believable, credible, and highly-usable results.
2. Do Secure a Communication Plan When Executing Job Evaluation
You have to be particular with your strategies when it comes to communicating with entities involved in the job evaluation. Being able to connect to your stakeholders can allow you to prepare the materials that you will use, organize the execution of your methodology for job evaluation, and realize your objectives with efficiency.
3. Do Rely on Credible Sources of Information
It is necessary for you to implement data gathering activities in an accurate manner. You have to get all the data that you will be needing so you can have a successful job evaluation. Work closely with the human resource department, the managers of your business’ divisions, and the employees who are executing daily work requirements based on your given job specifications and description.
1. Don’t Let Your Organization Experience the Negative Impacts or Effects of a Subjective Job Evaluation
There is a high chance that job evaluation can be subjective since you are dealing with different opinions about the importance of a job designation. This is where the importance of having a diverse team to conduct the job evaluation enters. With the help of experts, professionals, and a number of members of the organization; you can make well-informed decisions especially when it comes to administering and finalizing employee benefits and compensation.
2. Don’t Execute Job Evaluations Without Established, Measurable, and Realistic Criteria
What are your measures when evaluating a particular job? How can you make sure that you are making the right decisions when aligning the compensation of a job with its requirements? You have to come up with a criteria, a metrics, and/or a value proposition that can enable you to back-up job evaluation results. Through this, you can further explain to your workforce on why they are given the specific compensation and benefits that they are currently entitled to.
3. Don’t Make Your Job Evaluation Confusing or Questionable
You have to make sure that your job evaluation will contain all the necessary information that can make it comprehensive, transparent, and credible. Any missing information can give any of your stakeholders the right to question your decisions related to compensation and benefits identification.
Utilize our downloadable job evaluation templates and samples. Use any of these references so you can create an impressive job evaluation document that can surely benefit your organization and its stakeholders.