Job Evaluation
Job evaluation methods can be either non-quantitative, e.g. job classification, or quantitative, e.g. job point-factor process. The latter utilizes compensable factors to include skill, responsibility, effort, working conditions and supervision of others to determine internal worth.
The Typical Components of our Job Evaluation Exercise
- Job Analysis– Job classifications, descriptions and specifications;
- Actual job values/worth;
- Salary Structure/Remuneration Scheme;
- Salary Survey Report containing recommendations on remuneration and benefits structure;
- Schemes of Service;
- Staff Maintenance and Retention;
- Performance Management and Appraisal System;
- A frame work for harmonization of remuneration and benefits that would guide existing and future remuneration and benefits.
