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<br />JOB EVALUATION <br /> <br />Job evaluation is a systematic process used to establish internal equity <br />among positions and the foundation for the development of an overall <br />classification hierarchy. The process has evolved from basic job slotting <br />to a more refined and systematic application of several compensable <br />factors to positions being evaluated. Most current job evaluation <br />methodologies are known as point-factor systems. <br /> <br />Our point-factor job evaluation methodology creates a total point profile <br />based on the breadth and depth in each position using the factors of: <br />Formal Preparation and Experience; Decision Making; Thinking <br />Challenges and Problem Solving; Interactions and Communications; and <br />Work Environment. <br /> <br />To achieve and maintain effective and ~ias-free job evaluation, evaluators must: <br /> <br />· Exercise consistent application of the system, based on <br />thorough training and a common understanding of the <br />concepts of internal equity and position classification. <br /> <br />· Commit to addressing and removing any process bias <br />which would result in over-evaluating or under-evaluating <br />a position. <br /> <br />· Ensure that no evaluations are scheduled or completed <br />without current and complete job documentation and <br />relevant background information. <br /> <br />· Be sufficiently inclusive from a process standpoint to help <br />ensure credibility of the job evaluation methodology <br />throughout the organization. When using a committee for <br />job evaluation, members chosen for that committee <br />should, as a whole, represent the breadth and depth of <br />the organization. <br />