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Situations Requiring Job Evaluation

A job evaluation project normally covers managerial, supervisory, specialist and technical positions, but excludes executive roles like the president and vice president. It is difficult to evaluate executive roles based solely on job descriptions since executives help define their roles. A job evaluation is most needed when there are widespread dissatisfactions with the salary structure, concerns that some employees are underpaid relative to their responsibilities, or when job contents have significantly changed over time.

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63 views1 page

Situations Requiring Job Evaluation

A job evaluation project normally covers managerial, supervisory, specialist and technical positions, but excludes executive roles like the president and vice president. It is difficult to evaluate executive roles based solely on job descriptions since executives help define their roles. A job evaluation is most needed when there are widespread dissatisfactions with the salary structure, concerns that some employees are underpaid relative to their responsibilities, or when job contents have significantly changed over time.

Uploaded by

Rholeo Virata
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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A Job Evaluation project is normally undertaken for managerial / supervisory /

specialist / technical positions and the subordinate positions in the organizational


hierarchy. Executive positions such as President, Vice-President, and School
Director are exempted from coverage in recognition of the prerogative of the Board
of Directors or the Board of Trustees of the institution to decide on the
compensation and economic rewards package for such positions. Moreover, it is
difficult to separate individual contributions from the job itself. At the executive
level, the incumbent helps define the job and its value to the organization. To
force people at this level to conform to narrowly defined job descriptions can rob
the organization of personal volition to contribute to organizational interests and of
much-needed creativity in the performance of the concomitant functions.

SITUATIONS REQUIRING JOB EVALUATION

While Job Evaluation should be a natural component part of the Human


Resource Management System of an institution, the need to undertake it becomes
more pronounced under the following circumstances:

1. A widespread dissatisfaction and often enough, arising disputes and grumbling


as regards the salary structure, with claims being made that:
a. similar work does not result in equal pay,
b. equal pay is given to dissimilar work,
c. differences in pay are not related to the magnitude of
responsibilities associated with the work actually performed, or
d. unbalanced viewpoint on the worth of a job,
e. favoritism and other personal considerations are perceived to be
the major factors in salary determination.
f. salary setting has been quite subjective and haphazard on
account of the absence of formal structures and processes to determine
how much to give to a particular employee in terms of starting pay or
salary increase.

2. Concern that some employees are underpaid in relation to their responsibilities


(not workload, since work overload is best addressed by additional staff) and
the institution wishes to eliminate such discrimination by linking the salary
associated with a position more systematically to its job content.
3. The job content, in terms of duties and responsibilities, of the different
positions in the organization may have substantially changed through the
years so that

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