PURPOSE

Job evaluations help provide salary equity among professional staff positions. After a position is evaluated, it is assigned an appropriate grade and corresponding salary range. The process is used for evaluation of new positions and reevaluation of existing positions.

DEFINITION

The evaluation process identifies, analyzes and measures a position against job-related criteria and weighs their value in a uniform and consistent manner.

WHEN ARE JOBS EVALUATED?

A job evaluation is performed on all new jobs and on existing jobs that have changed significantly. A supervisor may request a job evaluation for: 1) a new position before recruiting begins; and 2) when it is felt an existing job has changed. Approval from the vice-president must be obtained before the evaluation process can begin.

STEPS OF THE JOB EVALUATION PROCESS

The incumbent and/or supervisor contacts the HR Generalist in Human Resources to be trained in the editing of a draft or the writing of a Generic job description.

(STEP 1 - WRITING) The employee and/or supervisor edits or writes the job description. Written instructions and assistance are available from Human Resources.

• The job description is a "snapshot" of the job as it exists.

• It reflects the current duties, responsibilities and minimum qualifications needed for the position.

• A job evaluation does not reflect the person in the job or the performance of the incumbent.

(STEP 2 - APPROVAL) Human Resources reviews the job description which has been signed by both the supervisor and employee. Human Resources helps ensure consistency and equity, in job descriptions and titles, by editing them for clarity and format.
 

(STEP 3 - EVALUATION) The job description is evaluated by the Human Resources Department, using a point-factor system, to determine the appropriate grade level. The new position is then advertised. The existing position, if found to warrant a different grade, is changed to the new grade, with the approval of the appropriate vice-president.

               SUMMARY OF PROCESS RESPONSIBILITIES

            Vice President:

•     Authorizes job audits and approves grade changes.

            Employee:

•    Writes the job description in collaboration with the supervisor.

            Supervisor:

•     Reviews, approves, and signs the job description.

            Human Resources:

• Ensures consistency in job descriptions and titles. Reports the job evaluation outcome to the appropriate vice president and supervisor.

            QUESTIONS?

           For additional information please contact the HR Generalist in the Human Resources Department (Ext. 6648).