The purpose of job evaluation is to objectively determine the relative value of jobs with the University through a systematic review and detailed analysis of job duties, relationships, and requirements. Jobs are evaluated by the Administrative Status Committee using a Point factor System. Rather than examining a whole job at once, this method breaks a job down into factors and subfactors, and measures the value of each of them separately for each job. The values assigned for each factor and subfactor are then added; the total or composite of these factor values becomes, in turn, the point value of the job. The main factors used are Skill, Effort, Responsibility, and Working Conditions. The factor of Skill is subdivided into the subfactors of Knowledge, Communication, and Complexity. The factor of Effort is subdivided into the subfactors of Physical and Mental Demand. The factor of Responsibility is subdivided into the subfactors of Responsibility for Resources, Decisions, and Others.
The starting point for this process is the Job Information Statement (JIS), which serves as the source document for job evaluation as well as a number of other human resource practices such as recruitment, compensation, performance appraisal/review, and organizational restructuring.
The JIS provides information about the responsibilities and requirements for a position as determined by the University. This tool provides employees and supervisors with information regarding the goals and expectations for a position. If you are a supervisor or an employee who is completing the JIS, please access the template and consult the Guidelines for Completing a JIS document. For assistance, please contact the Assistant Director of Human Resources.
JISs are normally submitted to HR when they have been signed by supervisors and incumbents. Best Practice suggests that these documents should be reviewed annually at the Performance Appraisal Interview. When significant changes are made to the JIS and approved by the supervisor and division head, the JIS needs to be submitted to HR for review by the Administrative Status Committee to determine if job reclassification is warranted.