Republic of the Philippines

EULOGIO “AMANG” RODRIGUEZ INSTITUTE OF

SCIENCE AND TECHNOLOGY
CAVITE CAMPUS
General Mariano Alvarez, Cavite

GRADUATE PROGRAM
Master of Arts in Education
Major in Administration and Supervision

Name: Jonah Frances J. Pastoral

Subject: MAS 104 – Personnel Administration

Topic: JOB EVALUATION

Professor: Dr. Gregoria Mathis

I. OBJECTIVES
At the end of the discussion, you must be able to:
1. Determine what is Job Evaluation and its purpose in an organization.
2. Identify the Job Evaluation Process.
3. Know the different key factors in developing a Job Evaluation.

II. LESSON CONTENT

Job evaluation is a systematic and analytical process used by organizations to determine

the relative value and worth of different jobs within their workforce. It is a critical tool for
establishing internal equity and ensuring fair and equitable compensation practices.
The primary purpose of job evaluation is to provide a systematic framework for comparing
and assessing jobs based on their key characteristics, such as skill requirements,
responsibilities, qualifications, and working conditions. By evaluating jobs, organizations
can establish a rational and consistent basis for making decisions related to job
classification, salary structures, promotions, and other human resource management
practices.

Job evaluation typically involves the following steps:

Job Analysis: This entails gathering detailed information about each job, including its
tasks, responsibilities, qualifications, and performance expectations. Job analysis helps
create job descriptions and specifications that form the foundation for job evaluation.

Selection of Evaluation Method: There are several approaches to job evaluation, such as
the ranking method, point factor method, job classification method, and factor comparison
method. The organization selects the most suitable method based on its specific needs,
resources, and industry practices.

Establishing Evaluation Criteria: Evaluation criteria are established to measure and

compare jobs. These criteria may include factors like skill level, decision-making authority,
physical effort, mental requirements, and job complexity. Each criterion is assigned a
weight or value that reflects its importance to the organization.

Job Evaluation Process: Jobs are evaluated using the chosen method and evaluation
criteria. This may involve evaluating jobs individually or in comparison to one another. The
result is a ranking or point score that reflects the relative worth of each job.

Determining Job Grades or Levels: Based on the evaluation results, jobs are grouped into
grades or levels that reflect their relative value within the organization. These grades serve
as the basis for developing salary structures and determining appropriate compensation
for each job.

Communication and Implementation: The job evaluation outcomes are communicated to

relevant stakeholders, such as managers, employees, and the HR department. This
transparency helps ensure understanding and acceptance of the evaluation results. The
outcomes are then integrated into various HR processes, such as compensation planning,
talent management, and career development.

Job evaluation is a complex and ongoing process that requires regular review and updates
to align with organizational changes, evolving job roles, and market conditions. It plays a
vital role in promoting fairness, internal equity, and employee satisfaction by ensuring that
jobs are appropriately recognized and rewarded based on their relative value to the
organization.
BASIC PRINCIPLES IN JOB EVALUATION

There are several basic principles that guide the process of job evaluation. These
principles ensure fairness, consistency, and objectivity in assessing the relative value of
jobs within an organization. Here are some fundamental principles in job evaluation:

Job Analysis: Job evaluation is built upon a thorough job analysis, which involves
gathering accurate and detailed information about each job's tasks, responsibilities,
qualifications, and performance expectations. The job analysis provides the foundation for
developing job descriptions and specifications, which are essential for evaluating jobs
effectively.

Internal Equity: The principle of internal equity states that jobs of comparable value within
an organization should receive comparable compensation. Job evaluation aims to
establish a systematic and fair basis for determining the relative worth of jobs, ensuring
that employees perceive their compensation as fair and equitable.

Job-Related Factors: Job evaluation focuses on job-related factors rather than individual
performance or characteristics of the job holder. The evaluation process assesses the
inherent requirements and characteristics of each job, such as skill levels, responsibilities,
decision-making authority, and job complexity.

Systematic and Consistent Approach: Job evaluation requires a systematic and consistent
approach to ensure objectivity and reliability. Organizations adopt specific evaluation
methods, criteria, and processes that are consistently applied across all jobs. This helps
minimize bias and subjectivity in evaluating jobs.

Evaluation Criteria: Clear and relevant evaluation criteria are established to assess and
compare jobs. These criteria may include factors such as skill requirements, responsibility
levels, effort, working conditions, and impact on organizational goals. The criteria should
be comprehensive and reflect the key aspects that differentiate jobs within the
organization.
Transparency and Communication: Transparency is crucial in the job evaluation process.
Organizations should communicate the purpose, methods, and outcomes of job evaluation
to employees, managers, and relevant stakeholders. This helps foster understanding and
acceptance of the evaluation results and enhances trust in the process.

Regular Review and Maintenance: Job evaluation is not a one-time event but an ongoing
process. Jobs and organizational requirements change over time, and job evaluation
systems should be regularly reviewed and updated to ensure they remain relevant and
aligned with organizational needs.

External Market Considerations: While internal equity is important, organizations also

consider external market factors when evaluating jobs. This involves examining market
pay rates and industry practices to ensure competitiveness and attract and retain talent.

By adhering to these basic principles, organizations can establish a robust job evaluation
system that supports fair compensation practices, enhances employee engagement, and
helps in making informed decisions regarding job classification, promotions, and
compensation structures.

SAMPLE JOB EVALUATION PROCESS

III. GENERALIZATION
It's important to note that the development of a job evaluation system should involve input
and collaboration from key stakeholders within the organization to ensure that it reflects
the organization's values, culture, and strategic goals.
Job evaluation is a complex and ongoing process that requires regular review and updates
to align with organizational changes, evolving job roles, and market conditions. It plays a
vital role in promoting fairness, internal equity, and employee satisfaction by ensuring that
jobs are appropriately recognized and rewarded based on their relative value to the
organization.

IV. REFERENCES

 https://chat.openai.com/c/aafec669-44ea-4858-9198-4771e2fbcef2
 https://www.shrm.org/resourcesandtools/tools-and-samples/hr-glossary/
pages/job-evaluation.aspx#:~:text=What%20is%20job%20evaluation%3F,job
%20ranking%20and%20job%20classification.
 https://www.aihr.com/blog/job-evaluation/