Job Evaluation Two Point-Factor Methods Universal Factors Four Popular Methods Universal Factors Four Popular Methods Combining Point-Factor in addition to Factor-Comparison Methods Job Evaluation Committee

Job Evaluation Two Point-Factor Methods Universal Factors Four Popular Methods Universal Factors Four Popular Methods Combining Point-Factor in addition to Factor-Comparison Methods Job Evaluation Committee

Job Evaluation Two Point-Factor Methods Universal Factors Four Popular Methods Universal Factors Four Popular Methods Combining Point-Factor in addition to Factor-Comparison Methods Job Evaluation Committee

Nevens, Valerie, Features Editor has reference to this Academic Journal, PHwiki organized this Journal Job Evaluation Two Point-Factor Methods Factor Evaluation System Developed in 1977 by the Office of Personnel Management as long as non-supervisory general schedule employees. It incorporates many of the characteristics of the Lott, Benge, in addition to NEMA methods. Hay Method Dates back to the early 50’s in addition to is one of the most popular methods in use today. It is particularly popular as long as evaluating executive, managerial, in addition to professional positions as well as nonexempt clerical, blue collar, in addition to technical jobs. Universal Factors Four Popular Methods BASS NMTA Skill Skill (4/0) (3/15) Working Condition Ef as long as t (3/0) (2/10) Responsibility Responsibility (1/0) (4/20) Job Conditions (2/10) (SUBFACTORS/DEGREES OR LEVELS) Universal Factors Four Popular Methods Hay in addition to Purves Factor Evaluation System Know How Knowledge Personal Contact (3/15) (2/9) Purpose of Contact Problem Solving Supv Control Physical Dem in addition to s (2/13) (3/5) Work Environment Accountability Guidelines (3/15) (2/5) Complexity (3/6) Scope & Effect (2/6)

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Combining Point-Factor in addition to Factor-Comparison Methods A critical check of the results of a POINT-FACTOR job evaluation involves the use of FACTOR COMPARISON. It is used to be sure that the factor points assigned to each job makes sense relative to a factor comparison process. Job Evaluation Committee Essential to the success of all job evaluation processes is the presence of expert judgment. Job Evaluation Committee Expert judgment is typically shaped by the level of knowledge shared by the evaluators of the work environment .Their underst in addition to ing of the nature of the work being per as long as med, in addition to .Their capacity to process in as long as mation in addition to data in addition to make sound judgments.

Job Evaluation Committee The quality of the output of any job evaluation process using point scored compensation factors relates directly to the quality of decisions made by those doing the ratings, in addition to . Job Evaluation Committee It is reasonable to assume that given the complex nature of work environments, accuracy in job evaluation requires the knowledge in addition to skill of more than one individual, in addition to . The logical consequence is the job evaluation committee. Job Evaluation Committee A job evaluation committee may consist of one to three permanent members (at least one from the comp department) in addition to rotating members representing the unit(s) whose jobs are being evaluated.

Roles Of The Committee Rank And Rate Jobs Select A Job Evaluation Methodology Choose Benchmark Jobs Role Of The Compensation Department Provide Committee Representation Provide Committee With Staff Specialists Identify Benchmark Jobs Provide Training For Committee Members Factor Evaluation System The FES differs from the other point-factor methods in that it contains three stages of descriptive data not simply a defined set of universal compensable factors, subfactors, in addition to degrees. The three stages are:

Factor Evaluation System Primary St in addition to ards (9) Factor-level Descriptions For The Series (60+) Benchmark Jobs That Cover The Full Range Of Pay For The Jobs In Each Occupation Or Series. FES Factor Description Table FACTOR POINTS % TOTAL LEVELS Knowledge 50-1850 41.3 9 Supv Control 25-650 14.5 5 Guidelines 25-650 14.5 5 Complexity 25-450 10.0 6 Scope/effect 25-450 10.0 6 Pers Contact 10-110 2.5 4 Purp Of Contact 20-220 4.9 4 Phys Dem in addition to 5-50 1.1 3 Work Environment 5-50 1.1 3 Total Points 4480 FES Exercise The FES process is described in detail in the text on pages 257 through 277. Additionally, a job description as long as a lead programmer taken from chapter 7 has been evaluated on pages 271 through 274 using the FES process in addition to the results have been summarized on a “factor evaluation system position evaluation statement” appearing on page 276.

FES Quality Check There is a direct relationship between the selected level of the knowledge factor in addition to levels selected of all other factors. The knowledge or skill requirements of a job drive the evaluation rating, while other compensable factors provide additional in as long as mation to “fine tune” the final rating. Review figure 9-5 “FES knowledge level conventions” as long as further explanation or description of this point. Sore Thumbing Reviewing ratings using some kind of spreadsheet layout assists in identifying factor ratings that don’t make sense. This analysis is often called “sore thumbing” because an inappropriate rating st in addition to s out like a sore thumb. Hay Guide Chart-Profile Method The Hay Guide chart-profile method uses three universal factors, eight subfactors, in addition to as long as ty-three degrees in addition to levels to evaluate jobs. They are as follows: Know-How Practical procedures, specialized knowledge, And scientific discipline. (8 levels) Managerial (4 levels) Human relations (3 levels) Plus 3 degree choices per grid.

Hay Guide Chart-Profile Method Problem-Solving Thinking environment (8 levels) Thinking challenge (5 levels) Plus 2 degree choices per grid Accountability Freedom to act (7 levels) Job impact on end results (4 levels) Magnitude (4 levels) Plus 3 degrees per grid. Hay Method The descriptions that as long as m the rows in addition to the columns of the guide charts provide a measure of the level of difficulty, or importance, of each factor. The KH in addition to AC guide charts provide actual scores. The PS guide chart provides a percentage that identifies the amount of KH used in solving problems. Hay Method The Guide Charts Have Both St in addition to ardized And Customized Features: The geometric scales use the same values with each step, reflecting the 15% perceptible difference in values theory discussed in chapter six. The number of rows in addition to columns of each guide chart can be altered to fit the character in addition to size of the client.

Hay Method The evaluation process generally begins with the highest valued compensable factor in addition to proceeds in order to the lowest weighted factor. KNOW-HOW Rows describe depth in addition to breadth of job knowledge required to per as long as m job assignments. Columns describe management breadth relative to such requirements as planning, organizing, reviewing, in addition to control. Within each column there is a third element that measures human relations skill. Hay Method Hay Method PROBLEM-SOLVING Rows identify levels of thinking. Columns identify thinking challenge. When the most appropriate grid in addition to corresponding percentage has been identified, a point value is determined by multiplying the selected PS% (x) the previously determined KH points.

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Hay Method ACCOUNTABILITY Rows measure freedom to act Columns measure the magnitude of the impact of the job on end results Inside each column is a third element that measures the job impact on end results (4 per column) Hay Method Example The same lead-programmer analyst job evaluated earlier in this chapter using the FES method is re-evaluated in pages 282-294 using the hay method. Figure 9-10 (pg 284) is a ”Hay Position Evaluation Statement” that contains the evaluation scores as long as the lead-programmer analyst in accordance with the hay guide chart-profile method. Hay Method Quality Checks And Patterns PROFILING KH in addition to PS are closely linked in the guide charts in addition to they tend to parallel each other with respect to their alpha numeric locator codes. As KH requirements increase as long as a job PS enjoys a concomitant growth.

Hay Method Quality Checks And Patterns PROFILING PS in addition to AC also have a relationship that provides in as long as mation about the general nature of jobs that when examined either validates the evaluation or challenges the results. Hay Method Quality Checks And Patterns PROFILING Jobs higher in PS points than AC points are typically staff in addition to administrative in nature, in addition to . Jobs higher in AC points than PS points are typically action or line jobs, in addition to . Hay Method Quality Checks And Patterns PROFILING Jobs with essentially the same AC in addition to PS points tend to have an administrative/action orientation. The profile is determined by identifying the step difference between PS in addition to AC .

Hay Method Quality Checks And Patterns PROFILING All to the job profiles lined up in order of point totals will provide the organization with a profile pattern that further validates the evaluation ef as long as t. Hay Method Quality Checks And Patterns PROFILING As a rule, KH points as a percentage of the total tends to decrease as job value increases. PS in addition to AC points as a percentage of the total tend to be lowest at the lower valued jobs. Hay Method Quality Checks And Patterns PROFILING Profile patterns are also indicators of job rank within an organization: KH-PS-AC General Mgr 41-23-36 Plant Mgr 44-22-34 Operations Mgr 56-19-25 Office Mgr 60-17-23

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