Human Resources – Phone: (801)957-4210 – Email: [email protected]
UNDERSTANDING THE JOB EVALUATON PROCESS
WHAT IS THE PURPOSE?
Job evaluation is the application of a process to identify, analyze and measure each job against established criteria
and weigh the relative value of jobs in a uniform and consistent manner. It is NOT used to obtain a salary increase
for the incumbent.
WHY EVALUATE JOBS?
Job evaluation helps provide salary equity among all jobs in a salary administration. After a job is evaluated, it is
assigned to the appropriate salary group and corresponding salary range.
WHEN IS EVALUATION DONE?
Jobs are evaluated when:
• A new position is established, prior to recruitment
• When an existing position has changed 10-15% (up or down.)
WHO CAN REQUEST EVALUATION?
Requests for evaluation can come from:
• The Human Resources Office
• The position’s supervisor
Neither the job description nor the evaluation process reflects upon the personality, credentials, or
performance of an incumbent, or upon salary considerations.
STEPS IN THE EVALUATION PROCESS
STEP ONE -Position Description
The supervisor of the position assigns duties and writes the position description. If there is an
incumbent employee, s/he reviews it. Instructions and additional assistance are available from
Human Resources, if needed. The position description is a snapshot of the position as it presently
exists, reflecting the current duties and responsibilities of the position and/or the incumbent.
STEP TWO - Approval
Up through the vice president reviews position descriptions and, if s/he concurs, approves the
responsibilities, requirements, and departmental organization contained within a position
description presented for new evaluation, and signs it. If the vice president does not concur with
the contents of the description, it is returned to the supervisor for changes.
STEP THREE - Review
Human Resources reviews the position description as submitted with the supervisor. Human
Resources helps ensure that there is consistency and equity in the position descriptions and titles
by editing them for clarity and format. If the Human Resources Office makes changes, the
position description is returned to the supervisor and vice president for signature.
STEP FOUR - Evaluation
Human Resources – Phone: (801)957-4210 – Email: [email protected]
The Evaluation Committee ensures equity among jobs through the use of established, consistent
criteria for evaluation and prevents escalation of the job evaluation grades by validating changes
in job content presented for review. Evaluators receive in-depth training on job evaluation and
utilize a consistently applied point system for the evaluations. The title is also established at this
time.
JOB EVALUATION CATEGORIES
The job evaluation process consists of three general categories:
1. Know-how
Know-how is the sum total of every kind of knowledge and skill however acquired, e.g.
experience, education, etc. needed for accept-able job performance. Know-how includes
three elements:
A. Specialized, technical or practical know-how: the basic job knowledge
needed.
B. Managerial know-how: The degree with which the job deals with planning
and organizing the employee’s activities and coordinating with others.
C. Human relations skills: The persuasion and communication skills for
motivating, training, and developing others.
2. Problem Solving
Problem solving is the amount of original self-starting thinking required by the job for
analyzing, evaluating, creating, reasoning, arriving at and coming to conclusions.
Problem-solving has two elements:
A. Thinking environment – defines the degree to which the incumbent is free to
develop answers to problems, ranging from the day-to-day decisions based on
simple memory to those which require creative thinking or long-range strategies.
B. Thinking challenge – defines the complexity and uniqueness of problems and
may range from repetitive to highly creative.
3. Accountability
Accountability is the answerability for action and for the consequences of that action.
Accountability has three elements:
a) Freedom to act is the degree to which the position can take action without
consulting a higher authority.
b) Impact on end results is the real effect of the position, i.e.,
direct, controlling, or primary impact, or an interpretive, advisory, or facilitating
role.
c) Magnitude is the size of the area in which the job functions, i.e, whole
organization, school, single department, etc.
The appropriate Vice President will review and confirm all job evaluations and titles
recommended by JEC in their respective areas.
After confirmation of the evaluation position description, Human Resources will notify the
supervisor of the results of the evaluation and the title. The supervisor then advises the incumbent
of the position (if applicable) of the results of the job evaluation.
Appeals Procedure
The employee, supervisor, and/or Vice President may appeal the evaluation should they feel the
evaluation rating is incorrect. An appeal includes an assumption that new information is
available. The appeal goes to the appropriate vice president and with the vice president’s
concurrence, to the Evaluation Committee. If the decision is upheld then the supervisor can
appeal to SAC (Staff Appeals Committee). For assistance in an appeal, contact Human Resources
and/ or refer to Personnel Policy and Procedure No. 5.02 “Job Evaluation.”
A Summary of Responsibilities:
Supervisor:
• In collaboration with the employee, develops and reviews the position description, prepares
organizational chart. Obtaining approvals is also the responsibility of the department.
Human Resources Initial Review:
• Reviews position description and determines if necessary to go to the Evaluation Committee.
Second Level Supervisor:
• Approves the position description.
Third Level Supervisor:
• Approves the position description.
Vice President:
• Approves the position description
• Authorizes evaluation and appeals.
President:
• The President will approval all full-time administrative positions following the Vice
President’s approval of the position description.
Human Resources:
• Ensures consistency in position descriptions and titles.
• Assist supervisors with developing position descriptions
• Obtains appropriate approvals after evaluation.
• Ensures equity through use of a common evaluation tool.
• Checks the validity of job contents and requirements to prevent escalation.
BUDGET:
• Ensures funding is available.
SAC:
• Generally reviews the job evaluation process when evaluation is appealed.
