1 Point Rating Evaluation Plan
Jan 17, 2016
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Point Rating Evaluation Plan
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Job Evaluation
What is Job Evaluation?
A systematic process of determining the value of jobs in relation to other jobs within the organization.
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Job Evaluation
Job Evaluation Principles
focus on the work done not on the individual doing the work
concerned with what is done, how it’s done and why - not with how well
job worth is measured using factors
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Job Evaluation
Objectives of Job Evaluation
to establish a hierarchy of jobs or groups of jobs in the organization
to provide a consistent approach to the way jobs are evaluated
to recognize that similarities and differences among jobs is an important aspect
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Job Evaluation
Factors
Factors are the yardsticks by which job size or job worth is measured.
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Job Evaluation
Factors
measure the variables/differences in jobs
identify what the organization values
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Job Evaluation PlanFactors
Knowledge Creativity Responsibility
Complexity & Diversity
Professional/Content Knowledge
Human Relations Skills
Input Throughput Output
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Job Evaluation PlanFactors
KnowledgeProfessional/Content Knowledge
knowledge about practical procedures, specialized techniques, professional and scientific disciplines
measures both depth and breadth (i.e. specialist and generalist jobs)
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Job Evaluation PlanFactors
KnowledgeComplexity and Diversity
analytical/conceptual skills needed for planning, organizing, directing and staffing…
may be exercised consultatively or directly
skills to harness resources, reconcile conflict, bring units/interests together
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Job Evaluation PlanFactors
KnowledgeHuman Relations Skills
skills needed for direct interaction on a person-to-person basis with peers, subordinates, teams, clients, the public or those with higher authority within or outside the organization in order to produce end results
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Job Evaluation PlanFactors
Creativity measure of original thinking
use of knowledge factors in environment ranging from highly controlled to unstructured
thinking environment and thinking challenge
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Job Evaluation PlanFactors
Responsibility
degree that the job directly impacts the end results
and
importance of the end results to organization
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Job Evaluation PlanOverview
Job Evaluation Guide Charts
present the factors, dimensions and point values used to evaluate jobs
define what the organization values and describe a continuum of the levels
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Job Evaluation PlanOverview
Job Evaluation Guide Charts
evaluation to Guide Charts is one step in the evaluation process
factor rating selected should represent what the job is responsible for “for the most part”
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Job Evaluation PlanOverview
Benchmarks
examples of jobs that are representative of work
show levels of work both for individual job evaluation factors and for total evaluation
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Job Evaluation PlanOverview
Benchmarks
reference point against which other jobs are measured to ensure cross government equity and consistency
integral part of job evaluation process
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Job Evaluation PlanOverview
Current Plan New Plan
Class Specs
•Kind of Work
•Level of Work
Whole Job Comparison
Guide Charts
•Factor Definitions
•Factor Degrees and Points
Factor to Factor Comparison
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Job Evaluation PlanEvaluation Process
Job information is documented on the new job description form.
Job information is reviewed and clarified, as required.
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Job Evaluation PlanEvaluation Process
Jobs are evaluated using the Guide Charts.– each factor is rated and scored.
– total points calculated.
The job is compared to benchmark jobs with similar points to verify the rating.
The job is allocated within the plan.
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Job Descriptions and Profiles
Job Descriptions
Provide written statement identifying key information about a position within an organization
Job ProfilesProvide a description of a “role” vs. an individual job
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Job Descriptions
Uses job evaluation
recruitment
performance assessment
human resource planning
training and development
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Job Descriptions
Basic Principles
job information relates to the job not the incumbent
keep it in plain language, simple and factual
no relationship between length of description and size of job
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Job Descriptions
PREP Job Description FormatMoving away from “task” oriented descriptions to “results” oriented.
Example:
Task = I sweep the floor.
Results = A clean floor.
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Job Description
Job Evaluation
Responsibilities and Activities
ResponsibilityCreativity
ScopeComplexity and Diversity
Knowledge, Skills and Abilities
Professional KnowledgeComplexity and DiversityHuman Relations Skills
INPUT THROUGHPUT OUTPUT
Knowledge Creativity Responsibility
Professional Knowledge
Complexity and Diversity
Human Relations Skills
Job Descriptions
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Job Descriptions
Job Description Format
Purpose - summary of:
main job responsibilities
framework in which these are carried out
key contribution to the organization i.e. why this job exists.
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Job Descriptions
Sample Purpose Statement
Position is on the personal staff of the Executive and has primary responsibility for providing leadership and coordination for the day-to-day operation of the Executive’s Office. Senior executive administrative support is provided by: coordinating complex departmental and/or divisional administrative projects; providing general support to the Executive in all administrative matters including: supervising other administrative support staff; coordinating all department and/or divisional assignments and requests; reviewing and assessing correspondence directed to the Executive; resolving issues regarding the personal schedule of the Executive; and briefing the Executive on administrative issues that may impact the Ministry.
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Job Descriptions
Responsibilities and Activities
start with a shopping list of all activities/tasks involved in doing the work
group common activities into responsibility areas (typically you will have between 4 -8)
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Job Descriptions
Responsibilities and Activities
describe each of the responsibility areas in one sentence including:
What Within Outcomes
Activity Context End Results
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Job Descriptions
Responsibilities and Activities
Describe three major activities associated with each area of responsibility
Not every task performed is included
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Job Descriptions
Responsibilities and Activities – example
1. Provides leadership and coordination of the administrative functions of the Executive’s office:
• Supervises administrative staff assigned to the Executive’s office including: recruiting, training and supervising staff; establishing service standards for work performed; and preparing performance assessments and learning plans.
• Identifies administrative issues with potential to impact the operation of the Executive’s Office; recommends solutions and courses of action to deal with issues e.g. developing a template for formatting memos for the Executive’s correspondence.
• Participates in budget related activities for the Executive’s Office including: budget preparation; forecasting expenses; tracking expenditures; preparing variance reports; and serving as expenditure officer.
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Job DescriptionsActivities - cont’d
2. Resolves issues regarding the personal schedule of the Executive.
• Uses judgement and knowledge f division and or departmental issues, priorities and relationships, to respond to requests for meetings with the Executive. Books appointments or refers requests for meetings to senior department and/or division staff.
• Schedules and organizes meetings involving GoA executives, senior department, government and private sector stakeholders.
• Collects and prioritizes discussion items for meetings, prepares agendas and minutes, prepares briefs, and follows up on action items as required.
• Meets with Executive to organize initiatives and discuss priorities and targets.
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Activities - cont’d 3. Ensures effective communication flow to and from the Executive’s Office.
• Responds to inquiries from Minister and/or deputy Minister’s Offices.
• Communicates extensively with offices of key stakeholders to request and distribute information, schedule meetings, and anticipate stakeholder inquiries to determine appropriate response strategies.
• Independently researches and provides background material from a variety of sources to the Executive in advance of meetings.
• Drafts and/or prepares correspondence on behalf of the Executive including proof reading for accuracy.
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Job Descriptions
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Job Descriptions
Scope
influence/impact of the job has on external/internal groups/areas
diversity and complexity of the job.
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Job Descriptions
Scope is described by:
variety and size of projects
variety and size of programs/functions and services
stakeholders and/or client groups
geographical spread
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Job Descriptions
Knowledge, Skills and Abilities
all knowledge, skills and abilities required to be fully functioning in the job.
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Job Descriptions
Knowledge, Skills and AbilitiesIt includes: formal knowledge i.e. academic, e.g. accounting
principles/practices, scientific theories.
informal i.e. experience/training, e.g. specialized techniques, analytical skills.
knowledge and skills required to interact with others e.g. mediation skills, negotiation skills.
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Job Descriptions
Knowledge - example Excellent knowledge of political sensitivities and the diverse
interests of stakeholders. Working knowledge of office software databases (Outlook, Excel,
Word). Considerable working knowledge of the electronic communication
requests system (ARTS) as well as legislation governing (FOIP), IMAGIS (people soft based financial and human resource information system), and Exclaim (expense claim system) is essential.
Excellent supervisory, communication and organization skills are required in order to lead, develop and evaluate staff..
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Job DescriptionWriting
For more information visit:
http://www.chr.alberta.ca/class/forms/write-job-description/index.html