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Job Evaluation

Instructions

Exercise 2: Job Evaluation

The purpose of the job evaluation exercise is to give you some experience of actually evaluating several jobs. You have been given three job descriptions, appended. These are real job descriptions taken from real organizations. They include:

  • Data Entry Supervisor
  • First-Line Supervisor
  • Secretary

You have also been given job evaluation scales. These scales are ones actually used by many organizations. They include:

  • Training and background
  • Experience
  • Initiative and ingenuity
  • Mental or visual demand
  • Responsibility for equipment or process
  • Responsibility for the work of others
  • Consequence of errors
  • Confidential data

Each factor consists of a general definition of what is being evaluated and five levels of the degree to which the job requires that factor. To rate a job, look at the job description and decide how much of each factor the job requires. In some cases you can take the information directly from the job description; in other cases, you will have to make a judgment call.

As an example, look at the Data Entry Supervisor and the factor “Training and background.” Note on the job description it states that High School or GED is required. There are no college courses listed nor other degree requirements noted so it is safe to assume the education requirements for this job include a high school diploma (or GED).

There are two degrees on the Training and background factor that seem relevant:

“160 2nd Degree       Requires a four-year high-school education or equivalent knowledge, or grammar school plus four years formal apprentice training, in order to understand and perform the work assigned.

240       3rd Degree        Requires four years high school plus two years of formal education or four years of high school plus two years of apprentice or technical training or equivalent knowledge in order to understand and perform the work assigned.”

You can decide which one seems most appropriate. If you decide the second degree is most appropriate, enter “160” in the table below in the intersect cell of “Training and Background” and “Data Entry Supervisor.” (If you decide the 3rd degree is a better description of job requirements enter “200” instead.

It generally works best to evaluate each job individually on every factor. Then, when you are done, compare ratings across jobs. Do the ratings seem to reflect appropriate differences (if any) between the jobs?

When you have finished all the ratings sum the points for each job. These total points tell you which job is more valuable. Evaluation points for all jobs in the organization constitute the job value hierarchy.

Assignment: To turn in.

Turn in a copy of the matrix, above, with the points you have assigned.

Summarize (1- 2 pages) what you see as potential strengths and weaknesses of using these techniques in an organization to determine relative job value.

Think about where you had difficulties in deciding the appropriate level to assign to a factor. What was the source of this difficulty? Was it the job information provided? The factor definitions? How could you make these better, recognizing that you would have as many as 2000 job descriptions in a real organization?

To complete this assignment, review the Job Evaluation instruction document.

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