<TITLE>Job Grades, Job Evaluation and Jobscore

The advantages of a single graded structure are that:

The criteria for grading and upgrading jobs are clearly defined in terms of the grade descriptors or job evaluation scores where job evaluation is used.
As long as the scheme is non-discriminatory in both design and application, equal pay for work of equal value requirements are met.
All categories of staff are treated the same - the impression is not given that some staff are more privileged with regard to career and pay progression prospects than others, which can happen in a job family structure (as discussed in Section 1.1.3 following).
It is the easiest structure to manage and readily understood by employees.

The disadvantages are that:

It depends on a single, universally applicable, assessment or job evaluation scheme to cover all jobs. (Jobscore is a universally system.)
It does not cater for the possibility that the progression or promotion paths in some occupations may not fit into the standard pattern of grades.
It does not clarify specific occupational career paths.

In the discussions that follow, we assume each grade carries a range of salaries.

Each grade is defined by the level of skill required to perform duties in the grade competently. The definitions should be quantitatively stated, rather than qualitatively. There is less opportunity for "loose" interpretation of the grade's requirements with a quatitative definition.

Jobscore determines the points ranges, NRC salary surveys give the corresponding market salaries.

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