Use one of the job evaluation methods identified below:
1- Ranking-simplest method of job evaluation that involves ranking each job relative to all other jobs, usually based on overall difficulty
2- Job Classification-a method for categorizing jobs into groups, eg. Classes or Grades
3- Point Method-job evaluation method in which a number of compensable factors are identified and then the degree to which each of these factors is present on the job is determined
4- Factor Comparison-widely used method of ranking jobs according to a variety of skill and difficulty factors, then adding up these rankings to arrive at an overall numerical rating for each given job to establish the relative worth of the following hospital jobs:
• Floor Finisher: Operates 19-inch, floor scrubbing machine. Uses various chemicals to remove old finishes from floors and cleans carpets. Uses mops and buckets to clean up residue from floor stripping and applies new finishes. Must have ability to examine old finishes, identify their type, and mix chemical solutions to desired strength to remove old finishes without ruining floor surfaces. Must be able to identify various types of terrazzo and tile flooring composition and use appropriate cleaning agents. Must know several types of polymeric floor finishes and appropriate application to floor surfaces.
• Checkout Aide: Cleans patient's room after the patient checks out of the hospital. Must know procedures for properly cleaning patient room. Must know procedures for stripping off old linen, cleaning bed frame, and remaking patient bed. Must coordinate cleaning with check-in desk so rooms are ready for next scheduled patient. Must be able to use routine germicidal products to ensure safe patient environment.
• Housekeeping Aide: Must know procedures and germicidal products for cleaning patient rooms. Works on a routine schedule established by department supervisor.
• Projects Aide: Engages in nonroutine labor tasks within hospital. Must be capable of working under general supervision. Typical projects are moving furniture, cleaning up nonrecurring messes (e.g., water puddle caused by broken water pipe), and moving equipment.
• Flatiron Attendant: Works at finishing end of flatiron in hospital laundry. As pressed sheets and other flat linen emerge from flatiron, folds linens and places them on laundry cart. Pushes full carts to linen wareroom.
• Washer-Extractor Operator: Operates commercial washers up to 3,000-lb capacity and extractors of up to 1,000-lb capacity. Must know how to load and unload washer and extractor. Centrifugal force extractor requires judgment in loading so loads are not out of balance, thereby causing damage to equipment or hazards to employees. Must know appropriate washing formulas to ensure linens are clean, Must know special procedures for assuring that difficult-to-clean stains are handled to salvage the linens. Oversees work of assistant washer/extractor operator.
Also, complete the following:
• Establish the relative worth of these jobs using a job evaluation method and provide a rationale for your conclusions.
• Use this information to develop an incentive plan and provide a rationale for your incentive strategies.
This solution discusses evaluation methods.