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Management Job Evaluation

Management Job Evaluation Plan

(MJEP)

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Job Evaluation

What is Job Evaluation?

Job evaluation is a systematic review and

analysis of job responsibilities, relationships

and requirements in order to determine the

relative position of one job to another within

an organization.

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Job Evaluation

Why Evaluate Jobs?

• Job Evaluation is a building block for other human resource functions such as:

– Attraction and Retention

– Training and Development

– Organizational Design

– Performance Management

– Human Resource Planning

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Job Evaluation

Job Evaluation Principles

• Every job in an organization has value and purpose otherwise it would not exist

• A position in the context of an organizational structure is evaluated not a person performing a role

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Job Evaluation

Objectives of Job Evaluation

• To establish a hierarchy of jobs or groups of jobs in the organization

• To provide a consistent approach to the way jobs are evaluated

• To recognize that similarities and differences among jobs is an important aspect

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Job Evaluation

What is Management?

• Management jobs are roles that encompass the

management of an organizational unit or one or

more specialist functions in support of a government

program or ministry support service. They have a

role in making the decisions that establish the goals

of an organization and the method by which these

goals are pursued.

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Job Evaluation

What Makes a Job Management?

To determine whether a job meets the scope of management, the

job is assessed against the following criteria:

Section 12(1)(a) of the Public Service Employee Relations Act:

“A person employed by an employer

(a) who has or exercises managerial duties and responsibilities in

relation to one or more persons or in relation to the formulation,

development or administration of policies or programs…

…shall not be included in a bargaining unit or any other unit for

collective bargaining.”

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Job Evaluation

Factors

Factors are the yardsticks by which job size is

measured.

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Job Evaluation

Factors

• Measure the variables/differences in jobs

• Identify and define what the organization values

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Job Evaluation Plan

Factors

Know-How Problem

Solving Accountability

Input

Job Content

Throughput Output

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Job Evaluation Plan

Factors

Know-How

• Know-How measure the knowledge and skills

needed for acceptable job performance,

however acquired

• Know-How has three dimensions:

1. Content Know-How

2. Leadership and Business Know-How

3. Human Relations Skills

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Job Evaluation Plan

Factors

Content Know-How

• Operational and practical procedure, specialized

methods/techniques, professional or scientific

knowledge of the job’s changing environment and

clients.

• Measures both how much knowledge and skills are

needed (depth) as well as how many things (breath)

and how complex they are.

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Job Evaluation Plan

Factors

Leadership and Business Know-How

• The activities required to produce the results

expected of groups or functions. The integration of

programs and people through planning,

coordinating , directing or controlling activities and

resources.

Human Relations Skills

• Active, practicing person-to-person skills in the area

of human relationships

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Job Evaluation Plan

Factors

Problem Solving

• Measure of original thinking.

• Use of knowledge in an environment ranging from highly controlled to unstructured.

• Describes the thinking required in the job by measuring two dimensions:

1. Thinking Environment The environment in which thinking takes place. The freedom the position has to think.

2. Thinking Challenge The challenge presented by the thinking to be done. Are the thinking challenges well known and defined or are they new and non-recurring.

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Job Evaluation Plan

Factors

Accountability

• The degree to which a job is responsible for achieving results, and the importance of those results to the organization. There are three dimensions:

1. Freedom to Act: Freedom to take action or implement decisions. The nature and extent of the controls, or the lack of them.

2. Magnitude: The extent to which stakeholders are affected by the outputs.

3. Impact: How a job directly affects results.

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Job Evaluation Plan

Overview

Job Evaluation Guide Charts

• Present the factors, dimensions and point values used to evaluate jobs

• Define what the organization values and describe a continuum of the levels

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Job Evaluation Plan

Overview

Job Evaluation Guide Charts

• Evaluation to Guide Charts is one step in the evaluation process

• Factor rating selected should represent what the job is responsible for “for the most part”

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Job Evaluation Plan

Overview

Benchmarks

• Examples of jobs that are representative of work within the Government of Alberta

• Show levels of work both for individual job evaluation factors and for total evaluation

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Job Evaluation Plan

Overview

Benchmarks

• Reference point against which other jobs are measured to ensure cross government equity and consistency

• Integral part of job evaluation process

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Job Evaluation Plan

Evaluation Process

Job descriptions are an essential piece of information in the job evaluation process

A well written job description:

• Provides accurate and clear information about what the job does, how often and why

• Focuses on outcomes not a detailed list of individual tasks

• Includes an organizational chart that illustrates where the job exists within the organization

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Job Evaluation Plan

Evaluation Process

Job information is documented on the Management Job Description form

Job information is reviewed and clarified, as required

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Job Evaluation Plan

Evaluation Process

Jobs are evaluated using the Guide Charts

– each factor is rated and scored

– total points calculated

The job is compared to benchmark jobs with similar points to verify the rating

The job is allocated within the plan

Classification Appeals

• A Classification Appeal is a formal process by which

employees can appeal a classification decision of their

position by requesting another class in the plan.

• Step 1: Within 5 working days of receiving written notice of

the classification decision, an employee can request the

Human Resource Director undertake a review of their job.

– A department review is undertaken at the Ministry level.

– If the employee is satisfied at Step 1, no further action is

required.

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Classification Appeals

• Step 2: An employee may appeal the departmental review

decision to the Management Job Evaluation Board (MJEB)

– Formal quasi-judicial process

– Independent third party review

Composition of the Board:

• Management – Peer Review, Chair and Two Members

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Classification Appeals

The Management Job Evaluation Board (MJEB) will NOT:

• Consider comparisons to positions that are not benchmarks

• Alter the assignment of points on benchmarks

• Revise or establish new classifications

• Make a decision regarding jobs not under appeal

• Alter the MJEP guide chart

• Consider new responsibilities assigned to the job since the initial

classification decision was rendered

• Consider the qualifications of the incumbent

• Make any recommendations on pay

• Consider the assignment to an occupational family

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