Principles of Job Evaluation & the Mount Allison Job Evaluation Plan

Job evaluation is a tool used to determine the value of each job in relation to the other jobsin the bargaining unit. It concerns itself with job content and not with the person performingthe job. Through the process of job evaluation, it is possible to set up and maintain a hierarchyof jobs from which compensation (pay rates) can then be determined.

The weighted point job evaluation plan is the most common method of job evaluation and isalso the preferred plan by pay equity regulatory agencies. It can be summarized as follows:

A. The compensable factors are chosen. Compensable factors are broad categories of job content and/or qualifications that provide a common job measurement link between jobs. The factors must be representative of tasks which are both present and substantive in a majority of jobs in the bargaining unit. It is also important to note that the compensable factors must reflect an overall combined measure of the following four categories:

a. Skill
b. Effort
c. Responsibility
d. Working Conditions

The job evaluation plan used at Mount Allison has the following twelve (12) compensable factors.

Skills Effort Responsibility Working Condition
Knowledge
Experience
Continuing Study
 Problem Solving
Concentration
Physical Demands
Manual Dexterity		 Accountability Contacts
Supervision of Others
Safety of Others		 Working Conditions

B. The compensable factors are defined. The definitions of the compensable factors are found in the job evaluation plan which is available from the Human Resources Office.

C. Each factor is assigned a percentage weighting to indicate its relative importance. The assigned weights in Mount Allison's plan are as follows:

Skills 30% Effort 32%
Knowledge (18%)
Experience (10%)
Continuing Study (2%)		 Problem Solving (14%)
Concentration (6%)
Physical Demands (6%)
Manual Dexterity (6%)

Responsibility (34%) Working Conditions (4%)
Accountability (14%)
Supervision of Others (9%)
Contacts (9%)
Safety of Others (2%)		 Working Conditions (4%)

D. Each factor is divided into parts known as degrees to which points are allocated. The factor breakdowns are found in the job evaluation plan which is available from the Human Resources Office.

E. The Committee then analyses each job factor by factor and awards the appropriate degree points, the sum of which equals the job's total score.

F. The job, on the basis of the total points awarded, is then placed at the applicable pay grade on the Mount Allison Staff Association salary scale. Each pay grade has a predetermined point range.