,Job Evaluation Old, Bold or a Story Untold,Marcus Downing Hay Group,Content,What is Job Evaluation? Job Evaluation Processes and Guidelines Job Evaluation and Pay Setting Reward Structures Using Job Evaluation Job Evaluation and Salary Management Job Evaluation Benefits Job Evaluation Risks and Considerations,What is Job Evaluation?,What is Job Evaluation?,Job Evaluation is a systematic process for ranking or rating jobs logically and fairly by comparing job against job or against a pre-determined scale to determine the relative importance of jobs to an organisation. Which is to say that Job Evaluation ,IS Comparative Judgemental Structured Job Centred,IS Not Absolute Scientific Unstructured Person Focused,Possible Applications for Job Evaluation,JOB EVALUATION,Reward,Organisational Analysis,Grading,Career Development,Succession Planning,Identifying gaps in the structure,Understand relationships between roles,Link to market data,Understanding possible career paths,Underpin the framework,Job Ranking,Job Ranking,Elements of Sizing,Depth & Range of Know-How Planning & Organising Communicating & Influencing,Freedom to Act Nature of Impact Area of Impact (Magnitude),Thinking Environment Thinking Challenge,PROBLEM SOLVING,KNOW-HOW,ACCOUNTABILITY,+,+,=,TOTAL SIZE,15. Emotional effort,2. Knowledge, training & experience,3. Analytical skills,4. Planning and organisation skills,5. Physical skills,6. Responsibility Patient/client care,7. Responsibility Policy and service,8. Responsibility Financial and physical,9. Responsibility Staff/HR leadership, training,10. Responsibility Information resources,11. Responsibility R&D,12. Freedom to act,13. Physical effort,14. Mental effort,1. Communication & relationship skills,16. Working conditions,Job Classification,Slot jobs into grades by comparing whole job with a scale in the form of a hierarchy of grade definitions The Process Number and characteristics of grades are defined Grade definitions to include factors like skills, experience, accountability Usually only a few grades (differentiation a problem if too many),Job Evaluation Processes and Guidelines,Guidelines in Job Evaluation,The job as it is now,Guidelines in Job Evaluation,The job as it is now,Fully acceptable Performance,Guidelines in Job Evaluation,The job as it is now,Fully acceptable Performance,The Job & NOT the Person,Guidelines in Job Evaluation,The job as it is now,Fully acceptable Performance,The Job & NOT the Person,Aim for Consensus,Guidelines in Job Evaluation,The job as it is now,Disregard current pay & status,Fully acceptable Performance,The Job & NOT the Person,Aim for Consensus,Guidelines in Job Evaluation,The job as it is now,Disregard current pay & status,Fully acceptable Performance,The Job & NOT the Person,No understanding No Evaluation,Aim for Consensus,Jobs Exist In A Context,Changes to one job affect those around them jobs are intimately related to those around them,Job Family Evaluation Process,Review,Business Information,Evaluation Method,Job Information,Judgement,Record of Reasons,Apply Conclusions,Business Input,Job Evaluation and Pay,The AllTime Enemy of Job Evaluation,Some factors influencing pay,Pay,Profit Share,Dept. Performance,Company Performance,Length of service,Market Positioning,Individual Performance,Market Comparison,Internal relativity,Pay “heritage”,Job size,Setting Reward Structures Using JE,JOB ANALYSIS Job Descriptions,JOB EVALUATION Process Methodology Results,REWARD STRUCTURE Number Width Positioning,PAY STRUCTURE Policy Practice Ranges,PAY PROGRESSION Market Positioning Corporate Performance Individual Performance,Setting Up Reward Structures for Base Pay,Job Families,A job family describes a number of roles which are engaged in a similar or related kind of work. Job family modelling is a process of work analysis and definition which identifies the levels within a family, and defines accountabilities, performance measures and skills for each level of work. A completed job family considers how many levels of that type of work there are and describes the key factors which differentiate one level from the next.,Using Job Evaluation to Size Job Families,Evaluation Scores,Job Family Generic Level A Generic Level B Generic Level C Generic Level D Generic Level E,Job Family Levels,Accountabilities . . .,Knowledge & Skills . . .,Performance Criteria . . .,Using Job Evaluation to Size Job Families,Levels Defined Using Chosen Evaluation Methodology,JFM 1,JFM 2,JFM 3,JFM 4,Using Job Evaluation to Set Grading Structures,Finance & IT,Using Job Evaluation to Set Grading Structures,Finance & IT,Using Job Evaluation to Set Grading Structures,Finance & IT,Using Job Ev