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Job Evaluation and Compensable Factors

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Explain with examples how the knowledge or skill requirements of a job drive the evaluation rating. Explain with example the role of the other compensable factors in the rating.

This is not about personal performance ratings. It is about establishing a job structure or hierarchy. Someone may look at a job evaluation before deciding to go into that field of work.

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By example, this solution explains how the knowledge or skill requirements of a job drives the evaluation rating as well as the role of the other compensable factors in the rating.

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Interesting question! Let's take a closer look through discussion and examples. I also attached the response in WORD. You can also check out the sources used for further reading.

RESPONSE:

1. Explain with examples how the knowledge or skill requirements of a job drive the evaluation rating. Explain with example the role of the other compensable factors in the rating?

Job evaluation is a formal process to determine the relative value of jobs within the Organization. The end product is to assign each job to a salary pay grade. Often this is a four-step approach (internal, rating, external, consult) to determine salary grade (and exemption status in some organizations) (http://www.case.edu/finadmin/humres/comp/comp1012007.pdf).

Thus, evaluation ratings are part of the evaluation process, and the evaluation rating levels (e.g., superior, etc.) are specific measures of knowledge and skill requirements of the job, which often use categories, such as:

· Level 4 (Superior Achievement)
· Level 3 (Exceeds Expectations)
· Level 2 (Proficient)
· Level 1 (Needs Improvement)

So, when designing the job evaluation, the evaluation ratings are levels of demonstrated skills and knowledge required for the job (e.g. superior achievement of required job skills and knowledge, exceeds expectations of the required job ...

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