JobEvaluationProcess.pptVIP

Job Evaluation Process Position Description Statement Job Responsibilities, KSAs and Qualifications ? Position Evaluation Job content and/or Market pay rate analysis ? Job Value $ Pay rate grade assignment Job Evaluation Benefits Systematic measure of job worth Determines position pay level Defines organization pay equity Translates job worth into pay rate  Determinants of Pay Structures and Rates Job EvaluationScope and Level of Job ResponsibilitySkill and Ability Supervision Qualifications Determines Pay Rate/Range for PositionMarket Pay Rate and Range Specific Occupation by Geographic Area Market Pay Rate and RangeSpecific Occupation by IndustryHigher Education Institutions Evergreen Compensation Factors Major Compensation Factors Include: Draft Exempt Salary Structure Model10% between salary level Midpoints w 30% salary range at each level Market Pricing Benchmarks-1 Salary Structure derived from benchmarks Market Pricing Benchmarks-2 Salary Structure derived from benchmarks Market Pricing Benchmarks-3 Salary Structure derived from benchmarks Market Pricing Benchmarks-4 Salary Structure derived from benchmarks To establish an objective and sequential pay grade structure based on job market value. To determine competitive pay rates by position. To ensure development of a pay structure that provides for internal equity. To comply with Equal Pay Act and FLSA rules. Position Evaluation Goals Job Evaluation is the process for assessing the market value of positions. Job Evaluation is a method (market evaluation) to determine the relative pay level of different jobs. Job Evaluation is a formal methodology for assigning wage rates and pay grades by position. What is Job Evaluation ? Scope of Responsibility- appraises the position’s breath and depth of either administrative or managerial influence Supervision - appraises the number (head count FTE) and responsibility level of the employees Accountability - appraises the positions