Which aspects of a job does Jobscore measure?

Jobscore measures eighteen aspects of a job, as well as five characteristics of the organisation that contains the job. The resultant evaluation is highly focused, and jobs can be very finely assessed. Jobscore is probably the most accurate single system available today that can measure jobs ranging from the very smallest up to chief executives of multi-national corporations. Jobscore's ability to also measure very low level jobs accurately is because of its fine calibration. A description of the factors is given at the on-line Jobscore Manual.

How can Jobscore be used in conjunction with an existing grade structure?

Jobscore provides on objective, quantifiable method for assigning jobs to grades in any grade structure. Existing jobs at the top and bottom ends of each grade in the structure are first evaluated to determine the Jobscore points that mark the grade boundaries. New and amended jobs can then be evaluated using Jobscore and assigned to grades according to the resultant job points. And where there is some doubt about an existing allocation of a position to a particular grade, the question can be settled by evaluating the position with Jobscore.

Is there a conversion from other evaluation systems to Jobscore?

A conversion can be constructed from any other job evaluation system to Jobscore. But it is not easy. Indeed it is not easy to establish a relationship between any two systems, except in cases where one is merely a minor variant of the other.

To establish a sufficiently accurate conversion from another system to Jobscore requires that each level in each factor in the other system be aligned with the equivalent factor and level in Jobscore. The main difficulty will be that there may not be a congruence in the factors between the two systems. For example, interpersonal skills is measured on two dimensions in Jobscore; written skills and verbal skills. In another system it may only be one. The answer is yes, it possibly can be done, but it but it is very difficult and many assumptions may also need to be made.

A crude approach to developing a conversion from one system to another is to use a graphical approach. Here, a sample of jobs are evaluated in both systems. The two sets of evaluations are plotted on a chart and an equation is derived which best fits the points thus plotted. This method appeals because it is simple to do, but it is highly flawed. It only gives an approximate conversion, and does not recognise any of the characteristics of the second system.

We are not aware of any other system provider who has attempted to produce a conversion to Jobscore.

It is also not our plan to provide a conversion from Jobscore to other systems as we believe Jobscore is the superior system. Nevertheless, if any individual wishes to undertake the task we will provide all reasonable assistance. NRC are expert at both salary surveys and job evaluation.

What are the weightings of the various Jobscore factors?

Unlike many other evaluation systems, Jobscore is not a fixed value, lookup table where the points for each factor and level are added to arrive at the final points score. In Jobscore the weighting of a factor is determined in part by the levels chosen for other factors. In other words, the factor weightings are not independent of one another. Jobscore, therefore, examines simultaneously levels specified for all factors, and determines a 'big picture' evaluation for a job. This ensures that each factor's contribution is not only accounted in its own right, but also for its contribution to supporting other factors.

The algorithm which does these determinations is complex, and constitutes Jobscore's primary intellectual property. NRC therefore cannot disclose the algorithm. Nevertheless it will be said that the calculations are sufficiently complex that they would be impractical to complete without the aid of a computer.

Which types of organisation use Jobscore?

Jobscore is used by organisations in both the public and private sector and by organisations large and small. Jobscore is also used by many remuneration consulting firms in providing a service to their clients. These firms are represented in every State of Australia. The other advantages of Jobscore are that it is supported by the NRC salary surveys, is inexpensive when compared with other systems, and is internet based which makes it the most flexibly available system on the market today. Jobscore is also the only system that provides both a job evaluation and the corresponding market salary within the same system.

What training is provided for Jobscore?

Subscribers to Jobscore receive up to two days training per year in the use of Jobscore. This training is usually provided at the subscriber's office. Such training is free, however out of pocket expenses at cost, such as travel, are extra. The NRC also conducts regional group training sessions which is open to all subscribers. Advice of these sessions are posted in advance at the main NRC website 'What's New' page.

For those who take up short term licence there is a charge for on-site training time, and a nominal charge for group training sessions. Three levels of couse are provided, Introductory, intermediate, and advanced. A course for consultants who use Jobscore as revenue genrating tool is also conducted. Details of these courses are given at Jobscore Training. See also access charges.

The NRC also provides on-going telephone support and an advisory service in the application of Jobscore. Local networks of users also provide support, and regional resellers of Jobscore provide support to their clients users. Regional resellers (they are in every State) are themselves trained by the NRC.

Template evaluations are also provided within the system for a range of common jobs. These can be used as a guide or starting point for other evaluations.

How much does Jobscore cost?

Access to Jobscore is provided through purchase of a licence. There is a different charge depending on whether the licencee is using the system for internal salary administration purposes or using it as a consulting tool. For participants in NRC job evaluated salary surveys and purchasers of NRC job evaluated salary survey reports, a licence to Jobscore is included in the survey subscription and report purchase price. Full details of the various licence charges and what they provide are given at access charges. Some licence terms include receipt of the NRC all-industries, job evaluated survey report.

How can I try Jobscore before subscribing?

A complete version of Jobscore is available for you to use right now.

To try out Jobscore go to the NRC website's Secure Access welcome page. At the Secure Access welcome page, click on 'Enter Security'.

The Secure Access login screen is then displayed. Use the word 'jobscore' (all lower case letters) as both User Name and Password to gain entry.

On entry the System Administration Main Menu is displayed. On this menu select 'Jobscore'.

You will then reach the Jobscore Main Menu where you will see instructions to proceed with your trial. An overview of the Jobscore system can be seen at Jobscore System layout.

How do I subscribe to Jobscore?

E-mail, fax or write to us, (ie it must be in writing), stating the period you need access for and the purpose for which you are going to use Jobscore (ie whether as a revenue generating consulting tool, or otherwise). Tell us the date you would like your access to commence. We will confirm with you your requirements and the licence charge, We will then set up your licence to access Jobscore commencing with your nominated starting date. We will arrange to provide you with training as you may require. We will also send you an account. Full details of the various licence fees are given at access charges.