Job Evaluation Framework

Job evaluation is a method of determining in a systematic way the relative importance of

different jobs in an organisation. Put simply it provides a means to evaluate each job relative
to every other job by using an organised and clearly defined approach that is completely
objective.

The purpose is to compare jobs with each other in order to create a pay structure that is
fair, equitable and consistent for all staff members. This ensures that everyone is paid
according to their contribution and that different jobs will have different requirements. The
relative worth of each job corresponds to a ranking which in turn corresponds to a pay scale.

Job evaluation assesses the role and not the person in the role. The relative worth of a job is
assessed irrespective of the qualities and abilities of the job holder. It might be that a person
in a particular role brings a higher level of expertise and knowledge than is actually required
to do the job and if this were the case it would simply mean that the person is overqualified
for the position – it would not increase the value of the role. Similarly, a person may be
appointed to a role who has potential but does not yet have all the requisite skills to carry
out the full range of responsibilities required, and this would not devalue the value of the
role, albeit the individual may be appointed at a low or starting point on the salary scale.

There are several types of Job Evaluation methods but the most robust is the points rating
system. Here the key elements of each job are identified and allocated points according to
the level needed for the job. The more demanding the job and the more that the job
contributes to the overall success of the organisation the higher the assessed points value.

For BISR a framework has been developed that enables points to be awarded for each
component of a job and for comparisons to be made as each job will have a different
emphasis on what is important for the role. For example, the process enables the role of a
bus driver to be compared with an accounts clerk. The bus driver may have a higher level of
accountability as he/she is responsible for driving students safely to school, but the job
knowledge of an accounts clerk may be higher as the role will involve a detailed
understanding of accounting practices. The system enables the two jobs to be compared
and fairly evaluated in terms of their overall value and contribution to the organisation.

Decision Making and Freedom to Act

Scope

Technical or Specialised Knowledge

Leadership, Management and Organisational Skills

Problem Solving