NRC: Job grades, job evaluation, and Jobscore.
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3.0 Job evaluation and Jobscore.

The aim of job evaluation is to provide a systematic and consistent approach to determining the relative worth of jobs. Job evaluation is a process whereby jobs are placed in a rank order according to the overall skill level required the jobholder. It also assesses the magnitude of differences between jobs. It therefore provides a basis for a fair and orderly grading structure.

Job evaluation does not directly determine level of pay for a job. That is a separate exercise, facilitated by salary surveys. Job evaluation is a technique of job analysis, assessment and comparison, and it is concerned with the skills, experience and responsibility required to carry out the job competently. It is not concerned with the total volume of work, the number of people required to do it, the scheduling of work, or the performance of the job holder. Only the job is evaluated, not the job incumbent: no characteristic of the incumbent is considered.

Job evaluation is also a tool for determining organisational structural efficiency.

In measuring a job, several aspects of the job are examined. Different job evaluation systems examine different aspects of a job; universally they examine as a minimum skill and responsibility. Some organisations develop in-house systems specific to their needs, others use systems developed by consultants or academics.


3.1 Jobscore.

The Jobscore system is a universal system in that it is designed to measure jobs of all types at all levels, in organisations of all sizes, across all industry sectors. This design philosophy allows the relative size of jobs to be compared both within and across organisations. This in turn allows salary levels for jobs that are common to many industries to be compared. Such jobs include for example those in finance and accounting positions, administration, human resources management, and information services.

To achieve cross-organisation comparability of assessments, the Jobscore system also measures characteristics of the organisation that contains the job. These characteristics are: size as measured by total annual revenue (or budget for not-for-profit organisations); the industry sector in which it operates; the diversity of its products and services; and the diversity of its markets. These factors influence the complexity of managing the organisation, and hence the level of skill required by its employees.

To enable evaluation of a wide spectrum of job types a wide range of skill types are measured by the system. Not all skills represented in the Jobscore system are therefore applicable to every type of job. In these cases, the factors carry zero weight in the final assessment for the job.

Many job evaluation systems consist of progressive tables of figures corresponding to the levels present for each aspect of a job it measures. Consider by way of example a very simple system that examines just two aspects of a job, education level, and responsibility (however defined). The system may include four levels of education and three levels of responsibility with a score attached to each level within each factor, as follows:

Education Level
Level 1Level 2Level 3Level 4
Higher School
Leaving Certificate
Bachelor DegreeHonours DegreeMaster's Degree
10 points30 points45 points55 points

Responsibility
Level 1Level 2Level 3
Low
Responsibility
Medium
Responsibility
High
Responsibility
10 points40 points75 points

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