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application aspects assigned Association basic basis bibliography brief briefly charts clerical Company compensable complete concerning considered Contains Corporation Covers defined definitions Department Describes detail determination Discusses employee establishing examples experience factor comparison followed forms grading illustrative important Includes Indicates individual Industrial Relations installation job analysis job classification job descriptions job evaluation job evaluation plan job evaluation program job rating key jobs labor Management Manual material measure merit rating method of job methods Michigan objectives occupational occupational analysis Office operation organization Outlines Personnel plant point rating point system point-rating plan positions practice preparation Presents principles problems procedures production ranking rating plan References relative requirements responsibility Review salary administration sample scale selected Series Service setting skill specifications standard steps suggested survey tables technique tion United University various wage and salary wage rates weights workers York
Page 19 - Job evaluation . . . the complete operation of determining the value of an individual job in an organization in relation to the other jobs in the organization. It begins with the job analysis to obtain job descriptions and includes relating the descriptions by some system designed to determine the relative value of the jobs or groups of jobs.
Page 65 - Requiring recognized clerical ability. Application of a large number of rules though definite and specific; or considerable experience on machines listed under B-3. 1. Requiring recognized clerical ability, but the exercise of no definite responsibility, either because of the character of the work, or the closeness of the supervision.
Page 64 - Jobs are related by factorial comparison. The factors used are assumed to be fundamental to all jobs and of universal application, the point values are set after analysis of jobs from existing rates of key jobs, and the degrees of each factor are expressed by sample jobs.
Page 19 - The complete operation of determining the value of an individual job in an organization in relation to the other jobs in the organization. It begins with job analysis to obtain job descriptions and includes relating the descriptions by some system designed to determine the relative value of the jobs or groups of jobs. It also involves the pricing of these values by establishing minimum and maximum salaries for each group of jobs based on their relative value. The operation ends with the final checking...
Page 6 - This system of job evaluation is sometimes referred to as the cardsorting system because, under it, jobs are arranged from high to low as are the cards of a playing-card deck.
Page 16 - Initiative and ingenuity appraise the independent action, exercise of judgment, the making of decisions or the amount of planning which the job requires. This factor also appraises the degree of complexity of the work. 1st Degree Requires the ability to understand and follow simple instructions and the use of simple equipment involving few decisions since the employee is told exactly what to do.
Page 12 - Examination of these measuring sticks will indicate a number of points at which there is a wide spread between some one job and the key job immediately above or below it. Moreover, the selection of key jobs must be further...
Page 65 - Requiring complete and intensive knowledge of a restricted field. 1. As above. 2. Work of D Grade plus supervisory responsibility of a minor character. E. Requiring knowledge of general policies; command of general rules and principles with application to cases not previously covered and may require long experience with the Company. 1. Work of the above character where experience is not necessarily long but must have been gained within the Company. 2. Work of a more technical or more difficult character,...
Page 24 - SLH, and Hay, EN Manual of Job Evaluation : Procedures of Job Analysis and Appraisal.
Page 16 - Equivalent to 4 years of technical university training. 2 — EXPERIENCE This factor appraises the length of time usually or typically required by an individual, with the specified education or trade knowledge, to learn to perform the work effectively. Do not include time required for apprenticeship or trades training which has been rated under Education.