Frequently Asked Questions
1. What is Job Evaluation?
Job Evaluation (JE) is the process of analyzing and assessing jobs to determine the worth of the job. JE does not consider the skills, abilities, or performance of an individual in an organization.
At SFU we use a point factor system. This method assigns points to different areas, the total score is converted into a grade and placed on a salary schedule to determine the salary range.
For more info, click here.
2. Why is Job Evaluation important?
It is important because:
- It promotes understanding around how pay is determined
- It supports recruitment, organizational design, career development & succession planning
- It ensures salaries are internally equitable & externally competitive.
- And It supports EDI initiatives by mitigating bias
3. I want to make a few changes to a job description. Do I need to submit it for a Re-Evaluation?
Significant changes that alter the nature of the job will warrant a revaluation or potentially a new evaluation. Editorial changes, such as departmental information, may only require a review of the job description. Your Strategic Business Partner Services Team is your main point of contact for guidance, and you may access the forms you need here.
4. What forms do I need to fill out to start the Job Evaluation process?
- How to submit a Job Evaluation request (outlines forms for different situations)
- Job description
- Compensation requisition form
Please visit our forms and resources page
5. As a leader, how does Job Evaluation consider my top performers?
The evaluation process only looks at the job not the person performing the job. Reach out to your Strategic Business Partner for further guidance on supporting talent, they are your first point of contact.
6. As a leader, what if an employee believes they should be paid more for the duties they perform? Is that a reason for submitting a Re-Evaluation request?
No, pay issues are not addressed through the evaluation process. Please speak with your Strategic Business Partner to discuss employee concerns.
7. What if I do not agree with the evaluation that was done for my job?
I'm an Employee: Speak to your leader about your specific concerns.
I'm a Leader: Connect with your Strategic Business Partner. Explain the issue by documenting it in an email to email@example.com. The Compensation Team will connect with you to discuss additional info (if required) and Rational is provided or a Re-Evaluation is put into the queue.
8. How long does it take to evaluate a job?
Turnaround times may vary but we are committed to:
- Job Evaluations for Posting: 30 business days
- Job Evaluations for Occupied Re-evaluations: 60+ business days
9. Can positions be posted if they are being reviewed?
Yes, in situations where a job description has been completed and is still in the process of evaluation the position can be posted with the statement ‘Position Under Evaluation’. This indicates that the outcome of the evaluation could result in a change in pay grade, title, job description, etc.
Exception: CUPE - please follow the collective agreement
10. How can I be sure to be fair and accurate when I create a job description?
Toolkits and guides are available on HR’s Compensation website and you can reach out to your Strategic Business Partner for assistance at any time. If you are APSA or Excluded, please also watch for training on how to create a job description that is consistent with Hay method principles later this summer.
11. I want to clone a position in my department, does it have to go through an evaluation?
A clone request will be assessed upon submission by Compensation and if determined to be truly a clone, it will not need to be evaluated. If the request is found not to be a clone, it will need to be formally evaluated.
Clone is: an exact copy of another role, containing identical job duties, title, reporting relationship, supervisory responsibility (if applicable) as the original role.
Clone is NOT: a similar role with some of the same job duties, a different title, different reporting relationship and either an absence or presence of supervisory responsibility.