51+ Sample Job Evaluation Templates

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:

The evaluation from experts and professionals: You need to get the observations, comments, insights, and recommendations of people who are fully-aware on how a job evaluation works. It can help you a lot if you can validate your own findings with that coming from professionals. The data that they can present can also be used to counter check your business’ job evaluation results.The description of the needs of your organization and its alignment with the requirements of specific work positions: A job evaluation should support the growth of your business. With this, it is only necessary for a job evaluation document to contain the purpose of the endeavor. It needs to give an idea of how the results of the job evaluation activities can contribute to the needs of the business especially when it comes to properly assessing specific work designations and how they can add value to the operations.The identification of measures and incidents that can easily showcase the level of performance of your workforce members: When making a job evaluation, it is essential for you to know how you can differentiate the overall performance of your poor, average and exemplary performers from one another. The trends that you will see can help you adjust either or both the requirements of the work position and/or the qualifications that you will be looking for when browsing through employment applications.The observation of your existing employees on how they fit in their work designation: The assessment of the duties, obligations, and expected work deliverable for a particular work position is not solely the job of the human resource department nor the management. You need to make sure that your employees are involved in the process so you can also get insights from entities who are doing the actual job that you would like to evaluate.

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:

A job evaluation can be used as a reference by organizations whenever it is needed to make sound decisions about employee recruitment and other workforce-related matters: From screening work applications up to the retention of your loyal employees, a job evaluation can be very helpful when it comes to dealing with the workforce-related concerns of your business. Aside from the identification of proper compensation, your job evaluation can also enable you to come up with strategies and plans of action that can better employee engagement, satisfaction, and productivity.A job evaluation can better the human resource activities, programs, and processes of the organization: Speaking of the development of strategies, the human resource department can think of more ways on how to educate its workforce about decisions on organizational structuring and compensation allocation per work position with the help of the job evaluation’s results. If the hr department can clearly classify the current jobs within the business by their level of importance to the organization’s processes, it will be easier for the particular department to deal with the inquiries and questions of its workforce.A job evaluation can align the functions of a work position to the mission, vision, and objectives of the organization: By implementing job evaluation activities, an organization can either eliminate or add a job position depending on how it can impact the business. Successfully executing job evaluation can enable a company to focus on identifying its goals and knowing the work posts that should be opened and/or maintained to ensure the realization or materialization of these goals.A job evaluation can enable you to make the job descriptions of your employees become more specific: When evaluating a job, it is necessary for you to use updated job descriptions. If you can use accurate data during actual job evaluation processes, you can think of ways on how you can simplify and improve the job descriptions of specific jobs so your employees can become more aware of their obligations based on how the organization expects their job to function.

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:

Do’s

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.

Don’ts

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.