job evaluation avril2010

8/3/2019 Job Evaluation Avril2010

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JOB EVALUATION

METHOD

JOB EVALUATION

METHOD


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Main steps

Step 2 :

We use 6 criteria to evaluate the job :

- The level of Know-how

- The adaptation time

- The relations and communication- The information used

- The team management or the technical skills

=> Total position points

We add 2 additional criteria

- The working conditions

- The languages skills

Step 1 :

From the job description,

Step 3 :

Classification : the total of the points give us the job position on this grid

Step 4 :

Job mapping :

I

1

I

2

I

3

II

1

II

2

II

3

III1

III2

III3

IV1

IV2

IV3

V

1

V

2

V

3

I

C

II

A

II

B

II

C

IIIA

IIIB

IIIC

Level of Know-how

Adaptation time

Relations and communication

Information used

Team management or technical skills

Total position pointsTotal position points

Working conditions

Languages skills

Total salary points


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Level of culture = know-how

Compulsor

y school

Basis

Professionaltraining/grad

uation

GraduateGraduate

+ 2

Graduate

+ 4+ 5

Doctorat

&Double

education

In France : / years of studies 10 years 10 12 years 12 years 14 years 16 - 17 years 20 years

In Ukraine : / years of studies 9 years 11 years 12 years 15 years 16 17Double

education

In Turkey :

In Egypt :

Execution of routine tasks and simple, similar to

those of everyday life70 81

Execution repetitive tasks, an expected level of

demand for quality and speed92 103 114

To perform diverse tasks requiring technical skill

and analytical skills125 136 147

To perform activities requiring to use several

technical skills158 169 180

To conduct projects with the research of solutions

in a favorite field191 202 213

From the latest economic, social, environmental

and strategic, defining the organization, objectives

and means necessary224 235

Definition of strategic axes in a long-term and policyformulation in its field of competence. Development

of innovation and the research of new solutions246

This criteria is used to define, in one hand the level of graduation/training required to succeed in

the job, in the other hand the level of technically. Le level of training required is connected to thetechnicality, both of them are related to ensure the consistency of evaluations.


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Adaptation time

Level 1 - 1 day 28

Level 2 - 1 week 38

Level 3 - 1 month 48

Level 4 - 6 months 58

Level 5 - 1 year 68

Level 6 - 3 years and + 78

Its the time required to know the job and his environment and to be able to control all

aspects to fulfill in totality his mission.

Example :

Worker on assembling line : level 2

welder : level 3.

Account : level 4, to be able to do all operations of an accounting period till the close and the balance

sheet


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This criteria aims to measure the type and complexity of relationships that job requires

to be kept fully. It enhances the ability to use communication as a tool for progress anddevelopment.

Example :

International logistic technician : in connection with customs and freight forwarders to negotiate deadlines,

resolve administrative conflicts

154142Level 5 : to negociate, to persuade, to convince in

relationships face to face

124114Level 4 : to collaborate, to advise

9486Level 3 : to question, to answer, to explain

6458Level 2 : to share, to find simple information

3430Level 1 : as everyday (daily life)

InternalInternal

&

external

170Level 6 : Having charisma to motivate and convince agroup, an assembly. 184


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Information used

Level 1: Oral information given by the hierarchy 15

Level 2 : Written and oral information required to

work, and given by the competent service29

Level 3 : To find information in databases in the

company or to persons holding the information43

Level 4 : To find information relating to the function in

and outside the company.52

Level 5 : To use internal and external information to

link with the general information of the environment.

71

This test measures the ability of analysis and synthesis necessary to carry out the

activities of the position, through the information processed.

Example :

Purchaser : level 4, because in relation with providers, Internet databases to find the best price


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Team management or Technical skills

Team management

This criteria aims to measure the responsibilities of management staff

for the position. It takes into account both the type of management and

the number of people managed.

Technical skills

This criteria aims to measure the level of technical nature of the

activity. By technical skills we means nature like mechanic,automatism chemist, but also nature like finance, human resources,

logistic, etc.

If you have

team management,

use this criteria

If you have NOT

team management,use this criteria


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Team management or Technical skills

Nb of persons managed

+ de

301

101

-300

51 -

100

11 -

50

1 -

10Level of management Level of technical skills

No management

Level 1 : using technical skillor participation to a workshop 11

Level 2 : adaptation of technical skills to found solutionsor to be contributor to a worshop as an expert

in your field

20

48 40Level 1 : To animate totrain to allocate tasks

Level 3 : To develop news solutions starting from

existing information and skills in one technical field.or transverse animation of worshops

40

84 76 68 60Level 2 : To recruit toevaluate to punish topay

Level 4 : To develop news solutions starting fromexisting information and skills integrating severaltechnical fields.

or driving a project

60

112 104 96 88Level 3 : To define humanorganization, missions,jobs positions

Level 6 : Fundamental research in a technical fieldneeded by the position. 80

Team management

Example :

Worker in production : without management, level 1, who needs emphasis on involving groups of progress

Team leader : with management, level 1, because he has a leadership role without hierarchical line responsibilities

Technical skills

With management Without management

OR


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Working conditions

Difficulties in the job

This criterion permit to include in the weighing of job, the constraints of the workstation

environmental. Taking into account these constraints in terms of job evaluation should notbe combined with the premium covering the same elements.

Example :

Worker at the end of the oven : level 2 or 3

Technician after sales : level 2 for moving

MovingNoiseTemperat

urePosition(TMS)

To holdCharges

Level of constraint

55555Level 1

1515151515Level 3

1010101010Level 2

More than0,5 t / hour

More than1 t / hour

More than2 t / hour

More than10% of time



More than90db

Gap of 10with

surrounding

More than 50days per year


Gap of 15with

surrounding

Gap of 20with

surrounding

More than95db

More than100db



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Language skills

Numbers of

languages

required in the job

Level required 1 2 3

1 To understand 5 10 15

2 To share and exchange 10 15 20

3 To define 15 20 25

4 To convince 20 25 30

In our group with an international side, mastering languages is a requirement in certain

functions. This, again, knowledge required by the job and not knowledge of the owner.

Example :

International logistic technician : level 4, with English obligatory = 20 points.

Office assistant in a foreign company : Level 3 with 2 languages, = 20 points


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Evaluation grid

Level of Know-how

Adaptation time


Information used

Team management or technical skills

Total position pointsTotal position points

Working conditions

Languages skills

Total salary points


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Job classification

154

159

165

170

176

181

186

192

197

203

208

213

219

224

230

235

240

246251

257

262

267

273

278

I 1

I 2

I 3

II 1

II 2

II 3

284

289

294

300

305

311

316

321

327

332

338

343

348

354

359

365

370

375381

386

392

397

402

408

III 1

III 2

III 3

IV 1

IV 2

IV 3

413

419

424

429

435

440

446

451

456 456

462 462

467 467

473 473

479

485

492

498

504

510516

523

529

535

541

548

V 1

V 2

V 3 I c

II a

II b

II c

554

560

566

572

579

585

591

597

603

610

616

622

III b

III c

III a


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Job mapping

JobsI

1

I

2

I

3

II

1

II

2

II

3

III1 III2 III3 IV1

IV2

IV3

V

1

V

2

V

3

I

C

II

A

II

B

II

C

IIIA

IIIB

IIIC Jobs

Job 1

Job 2

Job 3

Job 4

Job 5

Job 6

job evaluation avril2010

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