Job Evaluation Form

 Some executives think of job evaluation as a painful, tedious process. Often, job evaluators have to make some tough decisions and they rarely get enough credit for their hard work. But try to imagine this for a moment: without job evaluation, there will be a disparity of compensation among jobs which require similar effort and skill. Employees will not have a clear perception of what jobs are more important than others. Rank and file employees will feel that the entire compensation system is unfair, possibly rewarding some people will lesser pay for harder work. The bottom line is that the job evaluation process is extremely important, and a company cannot function well without it.

A vital, indispensible tool that executives use in this whole process is the job evaluation form (or the job evaluation sheet). This tool allows job evaluators to carefully assess each job without having to do all the usual guesswork. With the use of this important business form, an organization will be able to keep a more realistic perspective of each job in the positional hierarchy, while giving a fair price or salary to people who fill each position. 

Because job evaluation is a subjective process, there are no set rules as to how it should be done. However, a skilled evaluator will assess existing jobs based on the main objectives of the company. Jobs that more directly fulfill the objectives of the company are considered of higher importance. For example, companies that specialize in electronic gadgets put greater importance on their technical team of engineers because the manufacture of their products depends upon it. Thus, the job evaluation form puts into consideration the main objectives of the company, and places more importance on the jobs that directly fulfill those company objectives.

 The use of the job evaluation form is common in startup companies who are trying to determine what kind of jobs must be created within the organization. This tool is also essential if a department in a company wants to add new jobs to the organizational hierarchy, and possibly get rid of redundant, overlapping positions.

 A typical job evaluation form contain basic data fields such as name of job or position, purposes of the job, functions of the job, technical qualifications, name of department, person to whom the position is directly accountable to, and many other details as needed. By completing all the empty fields in the form, a manager or evaluator will gain a more precise idea of how valuable a particular job is. When it comes to determining the level of salary for a job or position, there is lot of room for individual decision-making on the part of the evaluator. The job evaluation form merely helps the executive make important decisions, and should not be considered as a rigid basis for assessing jobs.

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