Job Value – How to Assess the Demanding Nature of a Position
Job value reflects the demands a position places on the person who performs it. In a point-based evaluation, a company assesses the necessary skills, level of responsibility, physical demands, and working conditions. Thanks to common criteria, it can compare even seemingly unrelated professions.
What Should Be Included in the Job Description
Specify the specific decisions, their impact, and the conditions under which they arise. “Decides to shut down the line in the event of a malfunction” conveys more about the person’s responsibilities than the general statement “is responsible for operations.”
How to Work with Points
For each criterion, describe the levels of difficulty and provide an example from everyday work for each selected level. Use the same scale across all departments.
Two Roles on a Single Production Line
The technician troubleshoots issues directly at the machine. When there is a material shortage, the scheduler rearranges the order of jobs for the entire shift. The technician can earn more points for working conditions, while the scheduler can earn more for the scope of decision-making. A similar overall result gives HR a reason to examine both positions as a potentially comparable group.
Does exceptional performance increase the value of a position?
An individual’s performance is evaluated separately. A reason to reevaluate a position arises when the employee consistently takes over decision-making responsibilities that previously belonged to a manager.
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What is the value of the work done by your teams?
Bring two different positions as examples. We’ll walk you through how to capture their requirements in SmartFP and what criteria you can use to compare them.
