1. The JobScore Methodology
Introduction to the Jobscore Methodology
The JobScore™ Methodology
JobscoreTM categorises and quantifies the key skills required to perform a job in an organisation, and the context of how these skills are applied by the job occupant to solve problems, deliver goods and services, and manage the organisation's resources.
This process is called Job Evaluation.
A key principle is that higher levels of skill required, coupled with higher and broader levels of responsibility and application of skill, result in a higher job evaluation score.
This evaluation establishes the relative size of jobs within an organisation, and an understanding of the different profiles which represent different mixes of skills.
It also provides a basis for consistent comparisons of overall job value multiple organisations, since factors such as overall organisation size and industry sector that differentiate organisations are taken into account in calculating the point score.
To assess the points for a job, Jobscore assesses key characteristics of the job (called evaluation Factors) and of the organisation containing the job. The list of Factors has been developed by extensive observation of jobs at many levels, in many organisations.
The Factors are divided into four groups; three groups relate to the job, the fourth group to the organisation containing the job.
The groups relating to the job are: Knowledge and Skill, Problem Solving/Complexity, and Accountability. Aspects of the organisation that are assessed and rated include the size (Revenue or Budget), multiplicity of markets serviced by the organisation, the diversity of products/services it provides, and the geographic scope of its operations.
Each group consists of several Factors. Each factor has multiple levels of increasing value, and the characteristics of the job and organisation are assessed using these levels.
The Job Evaluation process results in a profile for the job (or position) and a quantitative measure of the job, expressed as a point score. The profile is the summary list of assessed Factor Levels, for each Factor, for the position.
The Factor levels are then combined via a mathematical evaluation algorithm to arrive at the quantitative evaluation expressed as a total point score ie for the job.
Each factor and factor level in the Jobscore system carries a numerical value and weighting towards the total evaluation, and there are linkages in the algorithm between elements representing the value of combinations of factors.
The underlying model and algorithm for these weightings and combinations has been determined by analysing correlations of market values for the various job elements, separately and in combination, on the basis of information from salary surveys.
