Use the written descriptors of Factor Levels as a guide; interpolate between multiple levels to assess the correct level. For example, if Level 6 is clearly too high, and Level 4 is clearly too low, use Factor Level 5, even if the descriptor is not exactly applicable to the position being evaluated
· Use the combined input of several evaluators, in discussion and / or for peer review
· The recommended process is for each evaluator to create a JobScoreV profile independently, then these are compared and discussed to reach the agreed final evaluation profile
· Review the relative hierarchy of Factor Levels for each factor across a population of related jobs: cross-check Factor Levels across similar positions, and for subordinate and superior positions
· A position can be rated above its superior position on some Factors (but not all)
· Breadth must be strictly hierarchical (below the superior)
· Impact must be hierarchical (equal or below the superior)
· Consider whether the position is primarily:
o Managerial or Specialist
o or Vocational or Support (this guides the selected Levels for Education, Breadth and Proficiency in particular)
o Internally-focused or externally-focused (this guides Levels for Service and Asset Accountability in particular)