A job evaluation is the process whereby the relative worth of positions within the organization is established. The job description is the basis for a job evaluation. The result consists of assigning jobs to salary grades. The job evaluation methodology used to establish relative worth is a market pricing and slotting approach that focuses on the following components:
A job is eligible for re-evaluation when its primary duties have either increased or decreased in scope, complexity, and the position changes substantially or by more than 40%. In order to initiate the job reclassification process, the Director/Manager must complete a Reclassification/Audit Request Form and obtain the appropriate signatures (contact HR for this form). Position descriptions should be prepared by the Director/Manager to whom the position reports, or by the incumbent at the Director/Manager’s request. The Human Resource Services Department provides assistance and support for this process. New position descriptions may be drafted by the job incumbent using the appropriate Job Analysis Questionnaire (contact HR for this questionnaire). The Director/Manager of each Department is responsible for the accuracy of the document and the proper approvals.