Job evaluation point manual

The GLPC job evaluation scheme is a technical process which considers the duties, tasks and responsibilities of a job against the Factors in the scheme and therefore an appeal is against the evaluation outcome. An appeal is not against the GLPC scheme itself, nor the pay and grading structure nor the content of the job description.  · Write the job evaluation manual: Developing a point like this usually culminates in a point manual or job evaluation manual. This simply consolidates the factor and degree definitions and point into one convenient manual. Rate the Jobs: Once the manual is . The point system of job evaluation permits jobs to be evaluated quantitatively based on compensable factors. a. True b. False. T. Compensable factors include skills, efforts, responsibilities, and working conditions. a. True b. False. T. Point manuals contain job descriptions and the number of points assigned to each job type. a. True b. False.

Definition and Importance of Job Evaluation 7 Steps in the Job Evaluation Process 8 Avoiding gender bias 9 Job Evaluation Methods 10 Ranking method 10 Classification method 11 Factor comparison method 12 Point-rating method 13 Definition of Remuneration Factors for Nursing 16 Equal Remuneration and Job Evaluation THE BASIC STEPS FOR DEVELOPING A JOB EVALUATION IN YOUR ORGANIZATION: STEP 1: Define the jobs STEP 2: Select a job evaluation method The process of defining a job is called job analysis. The information obtained in job analysis is recorded in the precise language of a job description. There are several job evaluation methods from which to select. The Mercer CED Job Evaluation System (originally known as the Cullen Egan Dell Job Evaluation System) is described as a ‘points factor’ system (refer to Appendices 2 and 3). It expresses the worth of a job in “work value points”. These points are determined by assessing eight sub-factors that are considered to be common to all jobs. These.

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