We believe that involvement by the organization is crucial to the successful JESAP installation. Management participation is through the Job Evaluation Committee, a group consisting of three to seven Department Heads and the consultant, who are responsible for the supervision and ongoing administration of the program. This committee serves as the focal point in the process, by exercising judgment and the decision-making authority during the program's development.

The consultant plays an important role in coordinating and orchestrating the entire effort. Serving as a member of the Job Evaluation Committee, the consultant participates in the job rating process and other decision-making activities as well.

JESAP consists of the following three major components, each of which follow a thorough, step-by-step process to ensure the total program meets or exceeds the expectations and objectives of the organization:

1. The Job Evaluation portion of the program encompasses job analysis and position description development, organizational structure, the job rating process and the establishment of performance evaluation accountabilities.
2. The Salary Administration component consists of an extensive survey and comparative compensation analysis, which is then interrelated to the organization's job ratings and actual pay practices. From this, the organization's new salary structure and compensation policies are developed.
3. The Installation phase incorporates extensive communication to ensure staff awareness and understanding. Position reclassification takes place where needed and action steps are developed to resolve existing inequities. The organization is given a working system which will have already become operational by the conclusion of the engagement.