JOB EVALUATION EXERCISE

EVERYTHING GOOD
This document describes the Job Evaluation exercise for the company. The company uses
the Point Method of evaluation. The document intends to define the compensable factors
defined by the company for comparison of various jobs, the criteria for deciding the
compensable factors, the weights assigned, and the scores obtained.

Any employee taking up the exercise needs to follow the follow this guide and adhere to the
following steps:

Step 1: Conducting Job Analysis:

Define the responsibilities of the job holder, and the expectations from him/her with
respect to the job undertaken, in a detailed and specific manner so as to avoid any
ambiguity. This exercise will also help align the type of people to be recruited for the
conduct of the job, and is the first step towards evaluating the importance of the job.

Step 2: Compensable Factors:

As per the company policy, the following have been identified as the compensable factors
basis which each job shall be evaluated and compared within the company.

1. Skills Required:

1.1. Communication Skills: Evaluates the requirement of the ease of oral or written
communication or both for the smooth conduct of the particular job. The absence
of the skill must result in the job not being conducted adequately and must result in
delays in the task or increase in the costs involved. The possession of the skill must
enhance the speed, efficiency and hence, the productivity of the job conducted.

1.2. People Management Skills: Evaluates the two further sub criteria:

1.2.1. Number of People being managed: The number of people supposed to be

reporting to whoever handles the job is a criterion for defining the width of the
impact of the job holders decisions.
1.2.2. The complexity of the teams: The type of job teams, dependent on the
qualifications required for the team members under the job holder, and the
location of the teams, viz, in office, on site, or a mix of both.

1.3. Educational Qualifications: Evaluates the extent of the possession of the

educational qualifications by the job holder, such as, graduation, post graduation,
MBA, PhD, and so on.
2. Experience: Evaluates the number of years of work experience that is required for the
smooth conduct of a particular job. According to this criteria, the more the number of
years, the better will be the conduct of the job, and the job shall be ranked on
importance on the basis of this criterion along with the other criteria.

3. Market Demand: Evaluates the market demand for the particular job, in the time period
when the evaluation exercise is being conducted. The higher the demand of the job, the
more will be the cost of retention of the job holders, and thus, the higher will the job be
rated on the scale of importance.