For most university jobs, a point-factor evaluation plan is used to determine overall position relationships. The evaluation plan consists of
twelve compensable factors used to evaluate and classify jobs. The factors and their relative weight are:
Factors
Relative Weight
Education
30%
Work
Complexity
18%
Experience
15%
Change
9%
Customer Service
7%
Judgment
7%
Knowledge
5%
Decision
Impact
3%
Leadership
3%
Certification
1%
Problem Solving
1%
Environmental1
1%
1 - Working Conditions, Physical Effort, Physical Risk
The composition of the plan ensures that jobs are rated on a comprehensive set of compensable factors. More information on the design and operation of the job evaluation plan may be obtained upon request from the Compensation Section of the Human Resources Department.
New and/or significantly revised jobs must be evaluated in order to classify them into their appropriate grade. When a new job is created or an existing one is substantially revised, a Job Analysis Questionnaire should be completed and submitted through the college or division business administrator to the Human Resources Department. Based on the content, the Human Resources Department will:
coordinate the gathering of all necessary supplementary data to achieve a detailed understanding of the job, including supervisor and incumbent input
prepare a new job description
evaluate the job using the Job Evaluation Plan
assign the job to the appropriate pay range according to the job evaluation results.
The Human Resources Department will share the initial rating of the job with the appropriate college or division administrator, and determine whether additional information is required for accurate pay grade assignment. A formal determination by the Human Resources Department will be issued shortly thereafter.
* NOTE: Creation of new jobs may
require a Position Request Form submitted
with the JAQ.
Designation