In the above simple system, if a job is assessed as requiring an honours degree and has medium
responsibility then the assessment for the job would be 45 points for education level and 40 for
responsibility, giving a total of 85 points.
A second job may require a bachelor's degree and have high responsibility, giving 105 points.
This second job is deemed to be worth more to the organisation than the first, and performance of
the incumbents aside, should be paid accordingly.
Some basic characteristics to observe about this simple system are that the points for each factor
are added to arrive at the final score, and that the factors are assessed independently of each
other. In other words there is nothing to prevent the evaluator select Level 1 for education in
conjunction with Level 3 for responsibility, however unlikely that may be in reality.
Notice also that the points attributed to Level 1 Education are not the same as for
Level 1 Responsibility. Overall, it appears as if the factor Responsibility is more heavily
weighted than Education. This is a common design characteristic of job evaluation systems in that
differing aspects of a job (factors) have differing weights towards the total job evaluation.
In Jobscore, the total evaluation for a job is made up of several 'building blocks'.
There are also interactions between the blocks in that level selections in one 'block' dynamically
interact with the weightings of other blocks. [This methodology is the intellectual property of
the NRC.]
There are six building blocks making up a Jobscore evaluation:
- One block consisting of Education Level, Communication Skills, and Management and
Specialist Skills.
- One Block representing the position's scope of management (functional breadth). It relates to
the way the organisation is structured.
- A block representing the level of proficiency required to perform the job competently.
- A problem solving block.
- An accountability block.
- A block representing parameters of the organisation containing the job. It relates to
the size and complexity of organisation's working environment.
The level selected for each of its constituent factors determines the size of each block.
The blocks are then pieced together and their combined 'weight' constitutes the
Jobscore evaluation. This can be illustrated as follows:
Copyright 2004 National Remuneration Centre, Melbourne.
