JOBSCORE

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Why do I do this?

The secure area of the NRC website includes a number of programs, each accessible by a user name and password specific to individual users. The user name-password combination determines which of the programs are available to that combination. Jobscore is one such program. Salary survey results is another, for example.

Steps to do this:

The first step is to gain access to the secure area of the NRC website using your NRC User Name and Password. If you do not have a specially allocated user name and password, then use the word JS4Demo (case sensitive) as both user name and password. This will give you access to a freely available and fully functioning demonstration.

This address displays the Secure Access home page, part of which appears a follows. (Note - only parts of screens are shown throughout this description, and their colours may be reduced from that shown on your browser.)

  • Click on the Enter Security link in the centre of the Secure Access home page to display the Secure Access Log In screen.

  • Enter your user name and password (case sensitive) to display the Secure Access Main Menu.

The Secure Access Main Menu contains links to areas of the NRC system accessible by your password. These can include: Job Price, which contains the results of our salary surveys; Data Management, where participants in our salary surveys can review their survey input data; Contributor Report, which gives an analysis, relative to the market, of the survey participant's input data; and Jobscore. User Account Main Menu is always included and gives some details about the password holder, their access expiry dates, etc.

Note especially the entry Job Price on this menu. Depending on the choices we take we may need to refer to this entry later when we convert our Jobscore evaluation points to a market salary.

  • Select the link Jobscore V4 in the list of options on the Secure Access Main Menu do display the Jobscore Main Menu.

You are now ready to develop a job evaluation.

You will also need:

  • Broad information about the organisation containing the job: total annual revenue/budget; industry; products/services; markets.

  • A good understanding of what the job is about or, at least, a very good job description written in a non-subjective style that specifies well the level of technical and non-technical skills required to perform the job competently as well as measurable levels for the quantitative responsibilities of the job.

  • An organisation chart showing:
         (a) The job's location in the overall organisation.
         (b) Other positions reporting to the same superior as the job being evaluated.
         (c) The positions reporting directly to the job being evaluated.
         (d) The total number of full-time equivalent employees in the job's various areas of authority.

    The stronger this information the more robust the resultant job evaluation can be expected to be. Conversely, if this information is weak the quality of the evaluation may be weak.

    Finally, and equally important, hold in mind that the evaluation is to focus on the job's requirements and be independent of the incumbent's qualifications, performance, salary, status, bargaining power, etc. These latter considerations are addressed by the organisation's performance appraisal system ans salary policies. The job evaluation is integrated into these assessments as described in a NRC paper at natrem.com.au/salary-policy, and at natrem.com.au/grade for organisations that use purely grade structures.

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