VANCOUVER ISLAND

UNIVERSITY
Job Evaluation Questionnaire
Administrative Personnel

Position Number __________

TABLE OF CONTENTS

Job Evaluation Questionnaire Identification .................................................................................

Job Evaluation Questionnaire Purpose & General Instructions ..................................................

FACTORS
1.
Education ............................................................................................................................
2.
Experience ...........................................................................................................................
3.
Internal Contacts & Communication ...................................................................................
4.
External Contacts & Communication ..................................................................................
5.
Problem Solving ..................................................................................................................
6.
Guidance in Decision Making ..............................................................................................
7.
Impact of Decisions .............................................................................................................
8.
Supervision .........................................................................................................................
9.
Effort ...................................................................................................................................
10.
Work Environment ...............................................................................................................

3
4
5
6
7
8
9
10
11
12

Additional Information ...................................................................................................................

14

Employee/Supervisor Review Form ..............................................................................................

15

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

Job Evaluation Questionnaire

Identification

(PleasePrint)

Name:________________________________________________________________________________
Regular

Temporary

Ifparttime,specifypercent(%)offulltime:___________________

PositionTitle:__________________________________________________________________________
WorkPhoneNumber:____________________________________________________________________
Department/Area/Campus:_______________________________________________________________
ImmediateSupervisor:___________________________________________________________________
Date:_________________________________________________________________________________

PositionNumber:____________________
(TobecompletedbyHumanResources)

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

JOB EVALUATION QUESTIONNAIRE

PURPOSE
ThepurposeofthisJobEvaluationQuestionnaireistodevelopaclearunderstandingofeachpositionin
theorganization.Thequestionnairewillalsohelptoensurethateachpositionismeasuredonthesame
basisinordertohelpdetermineitsrelativepositionwithintheorganization.
Thejobevaluationquestionsaretobeusedas"yardsticks"tomeasurethedifferencesandsimilarities
betweenpositionswithintheorganization.TheperformanceofanindividualinthepositionisNOT
consideredinthisprocess.
Theobjectiveistorevieweachquestionandselecttheanswertoeachquestionwhichisappropriatefor
thepositionyouhold.Thisinformationwillbeusedtodetermineaccurateevaluationsofpositionsona
consistentbasis.Thequestionnairemeasurespositionsonthebasisofdifferentfactors.Thesefactors
combinetomeasuretheskills,efforts,responsibilitiesandworkingconditionsofpositions.

GENERALINSTRUCTIONS
Inansweringthisquestionnaire,giveyourbestjudgmentofwhatisrequiredinthedaytodaycourse
ofthepositionyouhold.Intheeventthatyoufeelyoumighthavemissedsomething,youwillhavethe
opportunitytoreviewyourcompletedquestionnairewithyoursupervisor.Inaddition,theCommittee
willcompareyourresponsestothoseofothersholdingthesamepositionorsimilarpositionsacrossthe
organization.
Considertypicalassignmentsandresponsibilitiesinvolvedinthepositionduringtheyear(includes
recurringdaily,weekly,monthly,annualassignmentsandresponsibilities).Donotincludethoseunusual
assignmentswhichhappeninfrequently.
Atthebottomofeachquestionisasectionforcommentsorexamples.Youareencouragedtousethis
sectiontoclarifyorexpanduponyourresponsetoeachquestion.

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

1. EDUCATION
This question measures the minimum education required for this position.
Circlethenumberthatbestdescribestheminimumformaleducationrequiredforsomeonetoenterthis
position.
Supervisor

Employee

a) 1. Highschoolgraduationplusupto9monthsof
additionalpostsecondarycourses.

Committee
Rating

Concurrence:YN
Rationale

2. Recognizedpostsecondarycertificate(10
months).

3. Recognizedpostsecondarydiploma(2years).
4. Bachelorsdegree.
5. Mastersdegree.

6. Mastersdegreeplusadditionalpostgraduate
studies(atleast2years)

b)

Inthisposition,whatadditionaleducation,
professionaldesignationsorothercertificationsare
requiredbyyouremployer?

Concurrence:YN
Rationale

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

2. EXPERIENCE
Thisquestionmeasurestheamountofrelatedworkexperience(gainedeitherwithintheorganizationor
elsewhere)neededtoacquiretheskillsrequiredtodothispositionsatisfactorily?DONOTCONSIDER
THEEXPERIENCETHATYOUPERSONALLYHAVE.
Circlethenumberthatbestreflectstherelatedworkexperiencerequiredtoperformthisposition.
Employee

1. Upto1year

Supervisor

Committee
Rating

Concurrence:YN
Rationale

2. Morethan1yearandupto3years
3. Morethan3yearsandupto5years
4. Morethan5yearsandupto10years
5. Morethan10years

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

3. INTERNAL CONTACTS AND COMMUNICATION

Thisquestionmeasuresthepurposeofinternalcontactsthatthispositionregularlyrequiresyoutohave
withemployeesotherthanthoseyousuperviseintheorganization.
CirclethenumberthatbestdescribestheinternalcontactsyoumusthaveonaREGULARbasisinorder
toperformthisposition.
Employee
1. Thispositionrequiresmetoexchangeinformationwith
otheremployeesoftheorganization.

Supervisor

Committee
Rating

Concurrence:YN
Rationale

2. Thispositionrequiresmetoconsultwithand/orco
ordinateactivitieswithotheremployeesofthe
organization.
3. Thispositionrequiresmetogiveprofessionaladviceor
directiontootheremployeesoftheorganization.There
isanelementofpersuade,influenceandsome
negotiationinthislevel,butitisnotaregularactivity.
4. Thispositionrequiresmetopersuade,influenceand/or
negotiatewithotheremployeesoftheorganization.

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

4. EXTERNAL CONTACTS AND COMMUNICATION

Thisquestionmeasuresthepurposeofexternalcontactsthatthispositionregularlyrequiresyoutohave
(suchaswithstudents,subcontractors,suppliers,governmentdepartmentsandagencies,themedia,etc.).
Circlethenumberthatbestdescribestheexternalcontactsyoumusthaveonaregularbasisinorderto
performthisposition.
Employee
1. Thispositiondoesnotrequiremetohaveanyexternal
contacts.

Supervisor

Committee
Rating

Concurrence:YN
Rationale

2. Thispositionrequiresmetoexchangeinformationwith
externalcontacts.
3. Thispositionrequiresmetoconsultwithand/or
coordinateactivitieswithexternalcontacts.
4. Thispositionrequiresmetogiveprofessionaladviceor
directiontoexternalcontacts.Thereisanelementof
persuade,influenceandsomenegotiationinthislevel,but
itisnotaregularactivity.
5. Thispositionrequiresmetopersuade,influenceand/or
negotiatewithexternalcontacts.

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

5. PROBLEM SOLVING
Thisquestionmeasuresthetypicalmethodusedtosolveproblemsthatariseinthisposition.Themajor
focusinthisfactoristhenatureoftheproblem.Everypositionhastodealwithproblems,issuesor
certainsituationstoaccomplishtheworkonadailybasis.Thinkaboutthekindsofproblemsthat
typicallyariseaspartofyourposition.Howaretheseproblemssolved;whatstrategyisusedandwhatis
theextentoftheimpactofyourdecisions?
Circlethenumberthatbestdescribestheproblemsolvingmethodrequiredinthisposition.
Employee

1. Problemsorsituationsarestraightforwardandhaveminimal
impact.Variationsinproblemsareusuallylimited.
Recommendsolutionsorsolveproblemsbyusingstandard
proceduresandapplyingwelldefinedinformation.

Supervisor

Committee
Rating

Concurrence:YN
Rationale

2. Problemsorsituationsaresimilarandhavelimitedimpact,
usuallywithinadepartment.Usejudgmenttoselecta
solutionfromknownmethodsorpractices.
3. Problemsorsituationsaredifferentandrequire
interpretation.Usejudgmenttoidentifythemostappropriate
solutionfromseveraloptionsusingpriorknowledgeand
experiencewhichmayhaveminorimpactbeyondthe
department.
4. Problemsaredifferentandsituationsareconstantly
changing.Useconsiderablejudgmentandanalysistoarrive
atrecommendationsorconclusions.Problemsmaynormally
havesignificantimpactwhichextendsbeyondthe
department.
5. Limitedornoprecedentorestablishedprocessexistsfor
manyproblemsorsituations.Useextensivejudgmentto
resolvecomplexissues.Mayhavemajorinstitutional
impact.
Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

6. GUIDANCE IN DECISION MAKING

PleaserefertothesummaryofdecisionsinyourPositionProfile.Init,youdescribedseveraltypical
decisionsyourpositionrequiresyoutomake.Considerwhetherdecisionsmadeinthispositionare
broughttoclosure,orreferredelsewhere.Thisfactormeasurestheguidancethatisavailablewhen
makingthesedecisions.
Circlethenumberthatbestdescribestheguidancereceivedwhenmakingdecisionsinthisposition.
Employee

Supervisor

1. Specificresponsibilitiesandobjectivesarebasedondetailed
writtenororalinstructionsorprocedures.

Committee
Rating

Concurrence:YN
Rationale

2. Specificresponsibilitiesandobjectivesareassignedwith
minimallatitudeforsettingofprioritiesanddecision
making,usingestablishedpracticesandprocedures.
Guidanceisavailableandworkisperiodicallycheckedfor
accuracyandcompleteness.
3. Responsibilitiesandobjectivesareassignedwithsome
latitudefortechnicaloradministrativedecisionmaking
usingwrittenpolicyandadministrativedirectives.Unusual
problemsmaybediscussedwithyoursupervisororothers
forclarificationofthepolicy.
4. Responsibilitiesandobjectivesareassignedwith
considerablelatitudefordecisionmakingusingtechnical,
professionalorbusinessstandardsandethics.Workmaybe
periodicallyreviewedaccordingtoachievementof
predefinedgoals.
5. Thereisbroadlatitudefordecisionmakingwithprimary
controlthroughgeneralpolicyandguidancefromthesenior
management.
Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

7. IMPACT OF DECISIONS
Thisquestionmeasuresthetypicalconsequenceofdecisionsmadeinyourposition.Considernormal
operationsanddecisionmakingassumingcompetentjobperformance.Boththeextentandthelevelof
impactwithintheorganizationareconsidered.Considerbothpositiveandnegativeimpacts.Consider
strategicversusoperationaldecisions.
Circlethenumberthatbestdescribestheimpactofdecisionsyouarerequiredtomakeinthisposition.
Employee

Supervisor

1. Decisionsimpactonlymyposition.

Committee
Rating

Concurrence:YN

2. Decisionshaveminoreffectwithinmydepartment.Minor
delaysorexpensesmayresultbutoverallobjectiveswouldstill
beaccomplished.

Rationale

3. Decisionshaveaconsiderableeffectextendingtothedecanal
areaorregionalcampuses.Decisionswouldhavelimited
impactontheUniversitysinternaloperations,students,
services,programs,achievementofobjectivesorpublicimage.
4. Decisionshaveasignificanteffectontheoperationsatthe
institutionallevelandcriticaleffectatthedecanalregional
campuslevel.Decisionswouldresultinsignificantgainorloss
totheUniversityspublicimage,internaloperations,students,
servicesorprogramsorinstitutionalobjectives.
5. DecisionshaveacriticaleffectontheUniversitysreputation,
staff,students,services,programsoroperations.Decisions
resultinlongtermgainorlosstotheinstitution,andare
typicallyofastrategicnature.

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

8. SUPERVISION
Thisquestionmeasurestheextenttowhichsupervisingtheworkofothersisaresponsibilityassignedto
thisposition.
Circlethenumberthatbestdescribesthesupervisoryresponsibilityoftheposition.
Employee
1.

Supervisor

Workmayinvolveresponsibilityforprovidingtraining
andworkguidancetootherswithintheworkunit,or
whilecontinuingtoperformthenormaldaytoday
activitiesoftheposition.

2.

Workinvolvesresponsibilityforassigning,checkingand
maintainingworkflowofjuniorstaffinaworkunitasa
groupleaderwhilecontinuingtoperformthenormalday
todaydutiesofthepositionORworkinvolvesproviding
functionaladviceandguidancewithinaspecialized
disciplinewithsomecontrolresponsibilitiesfor
maintainingstandards.

3.

Workinvolvesresponsibilityfordirectsupervisionof
nonsupervisorypersonnelperformingsimilaractivities
withinonesegmentofaworkunitORworkinvolves
providingfrequentfunctionaladviceandguidancewith
fullcontrolresponsibilitiesformaintainingstandards.

4.

ThepositionisrequiredtomanageaUniversitywide
functionorservice,orisresponsibleforadministeringa
function,projectORservicewithinaneducationalor
administrativeregion.

5.

Thepositionisrequiredtomanagethroughsubordinate
supervisor(s)withinaneducationaloradministrative
regionordepartmentprimarilyassignedadministrative
orprofessionalresponsibility.

6.

ThepositionisrequiredtomanageaUniversitydivision
suchasadean.

Committee
Rating

Concurrence:YN
Rationale

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

10
Supervisors Initials ________

9. EFFORT
These questions measure the EFFORT required in the position.
Using the scale below, indicate the one number which best describes the level required for each of
the efforts listed below.
LEVEL
1
2
3
4
5

minimal
limited
occasionally
regularly
constantly

DEFINITION
defined as up to 5 hours/week (or 1 hour/day)
defined as more than 5 hours/week (1 hour/day)
defined as more than 10 hours/week (2 hours/day)
defined as more than 20 hours/week (4 hours/day)
defined as more than 30 hours/week (6 hours/day)

= Average
The above numbers are based on 35 hours/week. If less hours are worked pro-rate accordingly.
Check the number that best applies FOR EACH TYPE of effort.

TYPE OF EFFORT
Employee

a) Light Physical Effort

(e.g., bending, reaching, carrying
light items, walking, standing)

b) Heavy Physical Effort

(e.g., carrying/lifting heavy items,
transferring/lifting children or
patients, pushing carts or
wheelchairs)
c)

Visual Effort
(e.g., concentrated reading of
documentation or close monitoring of
computer terminals and display
panels)

d) Manual Dexterity/Coordination
(specialized skill to perform eye/hand
movementsrequiringprecision,
accuracyand/orfinemotorcontrol,
suchascomputerkeyboardor
shorthand)

Supervisor

Committee
Rating

Concurrence:YN

Concurrence:YN

Concurrence:YN

Concurrence:YN

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

11

10.WORK ENVIRONMENT
Thisquestionmeasuresthesurroundingsorconditionsunderwhichworkmustbedoneandtheextent
towhichtheymakethepositionunpleasantorchallenging.Belowaretypicalexamplesofelements
whichmaybefoundintheworkenvironment.
Using the scale below, indicate the one number which best describes the level required for each of the
working conditions listed below.
LEVEL
1
2
3
4
5

DEFINITION
minimal
limited
occasionally
regularly
constantly

defined as up to 5 hours/week (or 1 hour/day)

defined as more than 5 hours/week (1 hour/day)
defined as more than 10 hours/week (2 hours/day)
defined as more than 20 hours/week (4 hours/day)
defined as more than 30 hours/week (6 hours/day)

= Average
The above numbers are based on 35 hours/week. If less hours are worked pro-rate accordingly.
Check the number that best applies FOR EACH TYPE of effort.

TYPEOFEFFORT
Employee

Supervisor

a) Dealing with simultaneous multiple

demands which must be attended to
on the spot.

Concurrence:YN

b) Work requiring attention to detail,

subject to frequent interruptions that
require immediate attention.

Concurrence:YN

c)

Concurrence:YN

Concurrence:YN

Peak periods requiring an accelerated

work pace over which you have no
control, or deadlines creating
pressure.

d) Situations involving conflict or

contentious interactions.

Committee
Rating

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

12

10.WORK ENVIRONMENT (CONT'D)

Using the scale below, indicate the one number which best describes the level required for each of the
working conditions listed below.
LEVEL
1
2
3
4
5

DEFINITION
minimal
limited
occasionally
regularly
constantly

defined as up to 5 hours/week (or 1 hour/day)

defined as more than 5 hours/week (1 hour/day)
defined as more than 10 hours/week (2 hours/day)
defined as more than 20 hours/week (4 hours/day)
defined as more than 30 hours/week (6 hours/day)

= Average
The above numbers are based on 35 hours/week. If less hours are worked pro-rate accordingly.
Check the number that best applies FOR EACH TYPE of effort.

TYPEOFEFFORT
Employee

Supervisor

e)

Situations involving verbal abuse or

potential/ actual physical/actual
physical aggression.

Concurrence:YN

f)

Highly repetitive and/or monotonous

tasks.

Concurrence:YN

g) Unpleasant conditions such as dust,

dirt, noise, fumes, noxious odours,
heat, cold, etc.

Concurrence:YN

h) Travel requirement (such as out of

town, lengthy overnight,
considerable intercampus or urban
travel).

Concurrence:YN

Committee
Rating

Comments/Examples: Employee
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

13

ADDITIONAL INFORMATION

Please provide any additional information significant to your position which is not covered in the
questionnaire.

_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

14

EMPLOYEE/SUPERVISOR REVIEW FORM

QUESTIONNAIREREVIEW
EMPLOYEE/SUPERVISORREVIEW
Thepurposeofthisreviewistoensurethatallquestionshavebeencompletedandthatboththe
employeeandsupervisor(s)agreeonalloftheresponses.Shouldtherebeadifferenceofopinionon
theappropriateresponses,pleaseindicatebelowthatfurtherreviewbyanotherpartyisrequired.
Supervisorswithfunctionalresponsibilitiesmustalsosignthisdocument.
Supervisor Name:___________________________________
Supervisor Signature: _______________________________

Date: ______________________

Director, Dean
Campus Principal, VP or President Name
Director, Dean
Campus Principal, VP or President Signature

Date:

Isfurtherreviewrequired?:YesNo

Employee Name:___________________________________
Employee Signature: ________________________________

Date: ______________________

Isfurtherreviewrequired?:YesNo
HUMAN RESOURCES REVIEW
The purpose of the Human Resources review is to ensure consistency across the organization.
HR Advisor:_______________________________________
HR Advisor Signature: ______________________________

/var/www/apps/conversion/tmp/scratch_2/339329695.doc

15

Date reviewed: ______________