Objectively evaluating jobs allows the classification and ranking of employment levels and job titles. Ranking can help develop compensation tiers, an organizational structure or calculate the internal value of a position. Use a job evaluation to establish the chain of command within your company. Accomplish a job evaluation using a point system by applying the Hay job grading scheme or other analytical measurement method. Establish the point value of each position within your company where the largest point value is assigned to the most critical and important job in the company.
Create a job evaluation committee. Select individuals from multiple areas of the business including human resources. Consider including individuals from outside your company to act as an independent and non-biased resource.
Build a job evaluation questionnaire that relates to the positions within your company. Ensure the questionnaire covers the knowledge level, problem-solving skills and accountability requirements of each job. Determine the technical information, people skills, management breadth, position impact and the magnitude of the position. Use a numerical-based answering scheme for each question. You can opt to develop a questionnaire or customize an existing evaluation tool to your business.
Distribute questionnaires to existing job holders for each position. Also, provide questionnaires to the managers or supervisors who oversee each position. Ensure the individuals understand how to objectively fill out the questionnaire based on the requirements of the position.
Review completed questionnaires. All members of the job-evaluation committee perform an initial review of the response and make their assessment of the validity of each point value.
Meet with jobholders and managers to discuss any problems or differences in the job-evaluation questionnaires. Resolve differences between the scores provided by the job holder and their managers.
Make a final determination of the point value of each job. The job evaluation committee discusses all differences and makes a final ruling on the point value assigned to each job title in the company. Focus on a consistent ranking determination between all jobs.
Compile a final listing of all jobs along with the point value assigned to the position for human resource and executive use.