The job evaluation portion of the program focuses on the establishment of clearly defined job responsibilities and accountabilities. Positions are then rated with respect to relative organizational values and a uniform job rating system is developed.

JOB ANALYSIS

The development of accurate and working position descriptions begins with the accumulation of substantial data concerning job content. Extensive information is gathered regarding current positions from supervisors and/or employees to fully define the duties and responsibilities of each staff member. Position descriptions are then prepared and revised into their final working form and should conform to ADA requirements.

During this part of the program, duplicate or unnecessary activities often emerge, as does the occasional need for restructuring or modification of lines of reporting. As the organizational nature of the organization becomes more clearly defined, these opportunities are evaluated and presented to management for review and consideration.

JOB RATING

Following the development of each group of position descriptions, an evaluation process takes place to rate the relative value of each position within the organization. This takes place without regard to any existing salary or salary structure, and without regard to any implied monetary value of the rating level.

The rating process is systematic and concentrates on a variety of areas, including accountability, prerequisite knowledge, and problem-solving requirements. The participation of the Job Evaluation Committee in this phase of the project is crucial to the overall success of the program.

The defined accountabilities of each position enables the organization to measure the effectiveness of individual staff members. The system helps to minimize both internal and external inequities by providing a uniform rating system for job evaluation and subsequent compensation.