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JOb Evaluation and Job Grade3

The document discusses job evaluation and grading at UTMB. It explains that job evaluation measures each job using consistent factors like know-how, problem solving, and accountability to determine the internal worth and appropriate grade. Jobs of similar requirements and responsibilities are grouped into the same grades, forming a structured hierarchy. The process involves developing job descriptions, questionnaires, and organization charts, which are reviewed by HR and a compensation consultant to evaluate the job and approve any changes, classifications, or salary adjustments.

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Tamer Maher
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143 views

JOb Evaluation and Job Grade3

The document discusses job evaluation and grading at UTMB. It explains that job evaluation measures each job using consistent factors like know-how, problem solving, and accountability to determine the internal worth and appropriate grade. Jobs of similar requirements and responsibilities are grouped into the same grades, forming a structured hierarchy. The process involves developing job descriptions, questionnaires, and organization charts, which are reviewed by HR and a compensation consultant to evaluate the job and approve any changes, classifications, or salary adjustments.

Uploaded by

Tamer Maher
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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JOB EVALUATION AND JOB GRADES

OVERVIEW
Job evaluation is a process that results in the internal ranking of jobs within UTMB and
provides a direct link to external salary market data. It establishes an orderly, consistent,
and systematic structure of jobs based on their relative worth within the organization. Jobs
that have similar levels of responsibility have the same or similar grades.

The job evaluation process measures each job using the same factors. This enables a job
to be compared to other jobs across the institution, regardless of how different the job
functions may be. Each job is then compared against other jobs in the same and similar
grades to determine if differences in salary ranges are appropriate and if it accurately
reflects the relationships between jobs.

Job Content Job Points Job Grade

Job evaluations are intended to assess the content of a job, not an individual’s performance
of that job. An individual’s performance of a specific job is addressed through the
performance management process.

JOB EVALUATION FACTORS


UTMB's job evaluation system is based on the Hay Guide Chart-Profile Method of Job
Evaluation, along with comparable market-pricing to ensure competitive salaries.

The primary factor in determining compensation is an evaluation of work performed. The


internal worth of a job is evaluated based upon the following three factors: Know-How,
Problem Solving, and Accountability.

FACTOR 1 - KNOW-HOW:
All skills required by a job. The three dimensions of Know-How are listed below:

Technical Measures levels ranging from learning basic work routines to


Know-How specialized techniques and knowledge within vocational fields to
professional mastery of scientific theory

Managerial Measures the job's requirements to integrate diversified types of


Know-How supervisory or managerial activities

Human Measures the degree to which the job requires practicing


Relations Skills person-to-person skills in persuasion, motivation, and selection
of people
FACTOR 2 - PROBLEM SOLVING:
Problem-solving is the requirement of the position to identify, define, or solve job-
related problems. Problem solving has two dimensions:

Thinking The degree of structure provided by the job in solving problems


Environment
Thinking Is the complexity of the problems in the job assignment and the
Challenge amount of thinking required to solve job-related problems

FACTOR 3 - ACCOUNTABILITY:
The degree to which the employee is held accountable for taking action and for the
consequences of that action. It is the measured effect of the job on end results.
Accountability has three dimensions:

Freedom To Measures the relative degree to which decisions can be made,


Act the level of authority which is needed, or the precedents,
policies, and procedures which must be considered before an
employee can take action

Magnitude Is the degree of influence a position has on the institution's


operations

Impact Is the degree to which the job affects the institution's operations.
Some jobs are directly responsible for actions while others
provide counsel and advice, which is used by others to take
action

The Human Resources Department Consultant, working with a Compensation


Consultant, assesses and evaluates the job on Know-How, Problem Solving, and
Accountability and assigns an appropriate grade to the job. Comparisons are made
between jobs to determine if differences in grade levels are appropriate and fairly
reflect the relationships between jobs within UTMB.

JOB GRADES
Jobs are assigned a job grade based on the job value determined during the evaluation.
They are placed with jobs of similar requirements, duties, and responsibilities. Collectively,
all of the job grades form a grade structure. These job grades form an internal structure of
job responsibility levels. The higher the job, the greater the level of responsibility and the
higher the salary range.

JOB EVALUATION / RECLASSIFICATION PROCESS


The job description is used to document the information needed to evaluate jobs. When
departmental leadership decides to create a new position or to re-classify an existing
position, the following documents are needed:

ƒ Updated, position-specific job description;


ƒ Job Analysis Questionnaire; and
ƒ If the job is A&P, current and revised organization charts.
Once the Job Description is completed, the supervisor obtains appropriate entity-level
approval and forwards to the Human Resources Department Consultant for review. The
proposed changes should not be considered approved until Human Resources approves
the job description, title, and salary grade. Communication to an employee regarding the
reclassification of a position should not occur until notification of approval from Human
Resources.

Your Human Resources Consultant and the Compensation Group is available to provide
assistance, guidance, and advice throughout this process.

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