What is Job Evaluation?

Job Evaluation has been defined as:

“A logical, factual and systematic method of comparing one particular job, a group of jobs or even a type of work, to other jobs.”

The underlying principle of Job Evaluation systems is that there are certain “factors” which are inherent in all jobs, generally falling under the following headings:

• Knowledge and skill brought to the position by the job holder, usually through education, training and experience
• The demands of the job environment (including contact with others, communication skills, physical demands and working conditions)
• The complexity of problems and decisions which are required for the successful achievement of the job outcomes
• Responsibility for resources (human resources, financial and other material assets such as plant and equipment, data etc)

Job Evaluation deals with context of the job only, not the performance of the individual employee in the job.

The Moyle Consulting Job Evaluation System

The Moyle Consulting (formerly Sheffield) Job Evaluation system was devised by Janet Ison to respond to clients’ requirements in New Zealand. Unlike “standardised” international systems, it can be modified by clients to their own requirements, and the weighting of the factors adjusted accordingly.

The system has a series of definitions in the following 10 categories or “factors”:

• Knowledge and Understanding
• Problem Solving
• Decision Making
• Contact with Others
• Communication Skills
• Responsibility for Human Resources
• Responsibility for Financial Resources
• Responsibility for Information and Material Resources
• Physical Demands
• Working Conditions

To find out more about how Moyle Consulting can help you with job evaluation contact Jarrod Moyle.