New Job Evaluation System Job Evaluation Factors

The new job evaluation tool uses a point factor system to determine the appropriate pay grade for each position. The jobs are rated based on the following factors:

EXPERIENCE – This factor considers the amount of experience required to enable an employee (with the necessary education) to attain acceptable proficiency and skill in the job. 

EDUCATION – This factor considers the formal education needed to perform the duties and fulfill the responsibilities of the job.  If you were to hire someone for this position, this is the level of education you would seek.

MANAGERIAL RESPONSIBILITY – This factor considers the degree to which the elements of supervision and management must be carried out in coordinating activities, functions or sub-functions.

INTERPERSONAL SKILLS – This factor considers the level and scope of direct contacts, and the communication skills needed to work effectively with people inside and outside the organization.

INDEPENDENT JUDGEMENT – This factor considers the latitude permitted for independent judgment in solving problems.  What is measured here is the opportunity for thinking permitted by the characteristics of the job (policy and procedures controlling actions).

MENTAL PROCESS/PROBLEM SOLVING – This factor considers the extent and nature of the problems to be solved.  This dimension measures the nature and complexity of the problems the job incumbent encounters and must solve.

ORGANIZATIONAL IMPACT – This factor considers the level of authority to make decisions that impact achievement of key organizational objectives, financial results and/or overall mission.  In general, this defines the effect of decision-making authority and/or the budget responsibility associated with the job. (This is not a measure of the consequences of errors.)

ORGANIZATIONAL RESTRAINT – This factor considers the extent or restraint under which the job incumbent operates.  Consider the supervision received and/or given and the potential for errors.

PHYSICAL SAFETY – This factor considers the physical working conditions under which the job incumbent must operate and the level of physical activity associated with the work.

WORKING ENVIRONMENT – This factor considers the risks and discomfort in the employee's physical surroundings, or the nature of the work assigned and safety regulations required.