Job Evaluation (JE) Systems

Job evaluation systems must measure work on terms of Skill, Effort, Responsibility and Working conditions - these 4 factors are required by the Pay Equity Act. A job evaluation system is usually made up of elements described below.

Subfactors

These are elements of skill, effort, responsibility and working conditions significant to the types of work done in the workplace. At STC, these 4 factors were expanded to include one to four subfactors each. For example, it was decided that the factor of Skill should include these three subfactors:

The factors of Effort, Responsibility and Working conditions were similarly expanded to include a number of subfactors.

Levels

Levels measure the degree of importance of that subfactor in each job. For example, when discussing the subfactor of Problem Solving/Judgement:

The Committee felt there was a high degree of problem-solving and judgement required to perform most of the jobs at STC, so they agreed to give this subfactor 5 levels. All of the subfactors in the system were given 4 to 6 levels each.

Weighting

Weighting is used to allocate points to factors, subfactors and levels. The total number of points in a system is divided among these three. For example, STC's system had a total value of 100% / 1000 points. The Committee allocated percentages to the four factors in the following manner:

They then expanded the formula further by dividing these percentages between the subfactors and the levels.

Creating a JE system

The following pages will show you how STC created a complete JE system: