7 min read

20 FREE Job Evaluation Forms (Word | PDF)

Job evaluation is a tool used to determine the relative worth of a job so as to differentiate its wage/salary from other job types. In other words, job evaluation is a comparative process that compares the inherent value or worth of a job in a workplace. Some of the factors considered when establishing the relative worth includes the job description and specification. Most companies/employers view job evaluation as a significant process as it helps them compensate their workers as per the grades of jobs they perform. Failure to undertake and observe job evaluation among your employees can result in inequity or inequitable compensation and, eventually, low work output from employees.

What is a Job Evaluation Form

Job evaluation refers to a systematic and formal process of ranking jobs based on their relative importance and value to an organization. The main goal for conducting job evaluations within an organization is to determine the wage compensation for each job, evaluate existing salaries, identify future salary trends, eliminate wage inequities between the same jobs, and eliminate wage differentials arising from factors unrelated to employee job performance such as gender, race, age, etc.

When conducting job evaluations within an organization, the company’s management and the HR team can use a job evaluation form to help them record and analyze the details of each job. However, sometimes the exercise can be conducted through self-assessments or peer reviews. If a job evaluation form is not used, its management will often have to think back over their observations while doing the actual evaluation. This can result in a lot of inconsistencies.

A job evaluation form is a comprehensive record-keeping tool that contains the necessary information regarding each job, including the job title, descriptive nature of tasks, the skills, and knowledge needed to perform the job successfully, such as educational qualifications and experience level, etc. The form also outlines detailed information regarding the degree of responsibility involved in performing tasks, and working conditions, among other essential information. A job evaluation form expedites the evaluation process and enhances consistency in ranking jobs within an organization. As a result, it is easier to develop a pay structure that is fair, equitable, and consistent for all employees.

What are the Objectives of a Job Evaluation?

The main objective of performing a Job Evaluation is to establish the relative worth of various jobs within an organization. Once the relative worth is achieved, it will help the management come up with an equitable structure of compensating workers. Usually, the relative importance of jobs does vary, and so should be compensation. The following are other specific objectives of a Job Evaluation:

  • It helps eliminate compensation inequalities. It helps in establishing pay rates according to other similar jobs within the organization.
  • It ensures that all the qualified employees are compensated according to the skills and work have done.
  • It establishes a useful reference for settling complains regarding individual wage rates
  • It provides useful information to the organization regarding employee selections, hiring, and training, among others.
  • It facilitates a career benchmark plan for workers

When are Job Evaluation Forms Used?

Job evaluation forms can be used when jobs need to be compared within an organization. Ideally, the evaluation exercise should be conducted regularly, but the frequency of such reviews can vary from one organization to another. The following are a few instances where you should consider conducting job evaluation using job evaluation forms:

After a project

When a given project ends and your company achieves some milestones, you should use a job evaluation form to compare all the jobs involved in that particular project and determine their relative worth to the organization’s growth.

A review/examination

Most companies typically conduct periodic employee reviews or examinations to determine the degree of performance of various jobs within an organization. Such reviews aim to compare employees’ skills, knowledge, and abilities, evaluate employee pay packages, and make the appropriate adjustments before the next pay cycle.

Every quarter

Many organizations evaluate their various jobs every quarter. This is usually done to ensure that salaries are competitive and in line with market trends. It also helps identify wage or salary differentials between similar jobs and determine whether such differences are justified. Quarterly job evaluations also ensure that a company stays on track with its corporate goals for the year.

Bi-annually

Some organizations may choose to conduct job appraisals twice every year. Electing to have bi-annual reviews effectively motivates employees and ensures transparency in the employment relationship. It also helps ensure compensation fairness by identifying salary differentials between the same jobs and eliminating such disparities.

Annually

Some organizations choose to conduct job evaluations every year. This is typically done as part of a broader company-wide performance appraisal process that seeks to evaluate the performance of all employees against the organization’s goals and objectives. Annual job evaluations also allow the management to review their current job roles and make necessary adjustments to job rankings based on the insights gathered during that review.

Job Evaluation Process

Oftentimes, Job Evaluation does involve a number of systematic steps that highlight important determinants of a job within an organization. The following is a detailed process you should follow when making a Job Evaluation.

Job analysis

First and foremost, you need to start with the job analysis. Here, you’ll need to obtain various information on job contents as well as the appreciation of employee requirements. Also, the job should be outlined analytically by checking out the job details such as the important tasks done, what skills are used, and other qualities needed for success. The information noted down during the analysis should be precise and relevant to the job description.

Compensable factors

This is the second step in conducting a Job Evaluation. Here, the organization should look at factors that dictate the employee’s compensations. These factors are crucial as they determine the relative position of a job in a job hierarchy. At the same time, the compensable factors help inform the job executives the type of contributions is rewarded. Basically, the backbone of Job Evaluation lied majorly in compensation actors. The following are some of the compensable factors to consider:

Experience level

Here, you need to consider the length of prior experience an individual has or the length of experience needed for a specific job. Plus, you can determine whether the employee has worked on a similar capacity before.

Academic qualifications

Identify some of the academic qualities needed for a specific job position.

Work condition

The work condition also helps determine the amount of compensation in an organization. Work conditions can be affected by various factors, such as severe environmental conditions and location.

Confidential information

The extent of information an employee is supposed to handle can also dictate the amount of compensation and other benefits. For instance, if the employee is exposed to confidential information that needs the utmost protection, they may be subjected to higher compensation.

Complexity of duties

The level of job difficulty is also a factor worth considering. The more the complex a task is, the higher the compensation.

Mental or physical demands

The amount of concentration, judgment, decision making, or any other mental input a task has can affect the compensation amount. Also, if the task requires lots of physical effort, the wages will be affected in one way or the other.

Developing method

This is the third step of Job Evaluation. Here, you should select the best method of job appraisal. Make sure that the method chosen is consistent with the compensable factors highlighted above. The most common job appraisal methods include point factor, factor comparison, job ranking, and job classification.

Point factor

This method of Job Evaluation is commonly used for quantitative purposes. It breaks down jobs into compensable factors identified above. When using this method, points are assigned to the compensable factors, and a pay structure determined. Thereafter, the points are quantified, and the jobs’ real value reached. In as much as this method requires much time, its value goes beyond compensation.

Factor comparison

This method entails a comparison between the specific job to other similar posts either within the organization or surrounding market rates. The organization management often conducts a benchmark to come up with data for each compensable factor. This system calls for keen monitoring of market rates so as to maintain the system integrity.

Job ranking

Job ranking is probably one of the simplest methods of Job Evaluation. Here, the jobs are often examined as a whole rather than looking into individual factors. According to experts, the job ranking method is best suitable for small organizations with fewer job positions.

Job classification

Here, the evaluator notes down the descriptions of each job class then puts them in various grades that relate to the class descriptions. One reason why this method isn’t popular is that one position can fall under various job classes or grade levels.

Job structure

This is the fourth step of the Job Evaluation process. This step involves a thorough selection and identification of various job structures within the organization. Usually, the evaluators will use a suitable Job Evaluation method to arrive at the job structure. The job structure should be composed of a hierarchy based on job category and level.

Wage structure

The Wage structure, also known as the salary structure, is the final step of the Job Evaluation process. Here, your sole role is to price the various job structures identified in the previous stage. This stage helps the evaluators come up with a specific figure that each employee should be compensated as per their job structure. Remember that for one to fall under a job structure, various compensable factors play effect, for instance, the level of experience, the rank of the employee, the duration in which the employee has worked in the company, and many more.

Job Evaluation Form Question Samples

  1. What are your job responsibilities?
  2. What are the essential skills you need to do for this job?
  3. What tasks fall under your direct responsibility?
  4. How does your role in the organization define your value?
  5. How do you see your job contributing to the organization’s overall success/?
  6. What is your most important responsibility at work? How does it bring value to the organization?
  7. How would you describe a typical day in this position?
  8. In what ways does your job benefit the organization and its key stakeholders?
  9. How do you measure your overall job performance?
  10. Do you require any special skills or training to perform well in this role?
  11. How challenging is this role for you?
  12. How do you visualize your future career in this position?
  13. How would you compare your job with others in the organization?
  14.  How satisfied are you with our current remuneration for this role? (provide an answer based on a scale of 1-10)
  15. How risky would you say this role is?
  16. Is your pay competitive compared to similar roles in the industry?
  17. How does your job impact others? (both within and outside the organization)
  18. How much autonomy and responsibility do you have for your work?
  19. How much impact do you have over the outcome of your work?
  20. Do you have any suggestions on how we can improve our current remuneration scheme?

Free Evaluation Forms

Job-Evaluation-Form-Samples-1

employee-evaluation-form-600x788.png

job-evaluation-form-template-600x467.png

job-evaluation-examples-600x837.png

    employee evaluation form pdf

    free employee evaluation form template word

    employee evaluation template excel

    employee performance evaluation form doc

    employee evaluation form pdf free

    annual performance appraisal form sample

    printable employee evaluation form

    probation evaluation form template

    employee evaluation form pdf 01

    free employee evaluation form template word 01

    employee evaluation template excel 01

    employee performance evaluation form doc 01

    annual performance appraisal form sample 01

    printable employee evaluation form 01

    probation evaluation form template 01

    employee evaluation form pdf 03

    free employee evaluation form template word 03

    employee evaluation template excel 03

    employee performance evaluation form doc 03

      Conclusion

      Comparing jobs is an essential part of any human resource management system. Job evaluation forms are used to assist in the process of comparing various jobs, and employers commonly use the information obtained from this analysis to develop a pay structure that aligns with the current market trends. Therefore, a company that periodically conducts job assessments using effective job evaluation forms would also be more informed about their employee’s salaries; hence they can eliminate discrepancies in pay packages and provide their employees with appropriate compensation for their skills, knowledge, experience, and contribution to the organization’s growth.

      Keep reading