Job Evaluation Systems: Excluded Staff
A "classification" method of job evaluation system is used by SFU to determine the relative worth of positions. The job evaluation system is based on the identification and structuring of a number of University-wide occupational groups of jobs. Occupational groups or job families as they are sometimes called, contain a group of homogeneous jobs at different salary grades. In the process of determining salary grade assignments, a set of common position characteristics are considered. The common position characteristics are responsibility level, typical duties, decision making, supervision received, supervision exercised, and entrance qualifications.
It is a systematic process of determining the relative worth or value of a job and not the skills, abilities or performance of an individual.
To ensure jobs performing the same or characteristically similar responsibilities are equitably compensated.
A job is evaluated when it is established. It is re-evaluated when there are substantive changes to the common position characteristics of responsibility level, typical duties, decision making, supervision received, supervision exercised, and entrance qualifications.
- Establishing New APSA Positions
- Establishing New Excluded Positions
- Re-evaluating APSA Positions
- Re-evaluating Excluded Positions
Contact your Human Resources Advisor for general information on job design and writing and editorially revising job descriptions or for a referral to a Compensation Consultant in Compensation & Employee Recognition
The process starts with a review of the job description and may include a number of steps such as an interview(s) (supervisor/employee/group/content expert), organizational (department/university) review, on-site observation, review of purchased salary data, development of a market salary survey and analysis of market data, and a written report.
There are many factors considered when a job is evaluated. Some of the most common involve:
- appreciating it is the job being evaluated, not the employee (where there is one)
- ensuring neutrality
- respecting that every job is important and unique and no two positions are identical
- identifying what other positions within SFU may be characteristically similar
- determining if a salary survey should be conducted
- ensuring all of the major responsibilities of the job are represented in the job description and samples of decisions made and referred, supervision exercised, type of supervision received, and entrance qualifications are complete and directly related to the responsibilities
- ensuring the entrance qualifications represent the minimum required to satisfactorily perform the work, are consistent with the qualifications of other characteristically similar jobs, are required and not "preferences or assets", etc.
- if revisions (if applicable) to the job will impact the classification assignment
- if a shift (if applicable) has occurred in the primary emphasis of the work that may require a change to the occupational job family assignment
It is assigned a classification (common position title) and salary grade and assigned to an occupational job family most representative of the nature of the work of the job and to a corresponding level within the job family that is most characteristic of the responsibility, decision-making, supervision exercised and received and entrance qualifications of the job. Each level in an occupational job family corresponds to a salary grade on the applicable salary scale.