Exempt Job Evaluation Process

    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

    (STEP 1 - WRITING) The employee and/or supervisor edits or writes the position description in the People Tracker system. Written instructions and assistance are available from Human Resources.
    • The job description is a "snapshot" of the job as it exists.
    • It should reflect 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 position description which has been approved by both the supervisor and employee. Human Resources helps ensure consistency and equity, in position 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. New positions are then saved and approved. The existing position, if found to warrant a different grade, is changed to the new grade.
               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 Benefits, Compensation Manager in the Human Resources Department (Ext. 6648).