2. Job Analysis and Evaluation
The University’s job analysis and job evaluation programs establish and maintain the overall staff job structure in an equitable and flexible manner.
A job represents a group of positions requiring similar skill, effort and responsibility. Job analysis and evaluation are performed based on the duties and responsibilities of the position or job and not based on individuals within the job.
JOB ANALYSIS:
Job analysis is the process by which Human Resources reviews positions for job content. This analysis occurs prior to job evaluation, reclassification, recruitment of a new position, and at other times as needed.
In order to obtain an accurate analysis, Human Resources relies on the employing department and the employee, where applicable, to provide the following information:
- a completed Job Analysis Questionnaire,
- a department organizational chart,
- information about any changes in the department which have affected the position, and
- be available to clarify any information submitted.
Human Resources will then analyze the information and determines whether the position can be grouped into an existing job or whether a new job needs to be created.
JOB EVALUATION:
Job evaluation, the process of determining the value of a job in the labor market, and the relationship of a job to other jobs at the University, are the components used to determine the salary grade. The process of job evaluation focuses on documenting the general, shared characteristics of the job. The Job Evaluation Committee reviews the documentation and evaluates jobs using the Hay Guide Chart Profile Method.
* Job evaluation committee consists of a diverse group of employees from the University. Each committee member serves on the committee for a specified term.
RESPONSIBILITY:
- Deans, Directors, Department Heads and Supervisors
Responsible for ensuring that accurate and detailed information is provided regarding the duties of the positions in their area(s) of responsibility.
- Human Resources
Responsible for analyzing positions and overseeing the job evaluation program. This includes:
- determining the schedule for jobs to be reviewed;
- requesting information for each position;
- preparing documentation to be presented to the Job Evaluation Committee;
- participating in the job evaluation process;
- assigning an appropriate salary grade;
- and publishing the results.
- Employees
Responsible for providing accurate and detailed information regarding their job duties as requested.
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