June 2000 Salary Survey SECTION 1 [ Back to Table of Contents ] DETERMINING YOUR LEVEL OF RESPONSIBILITY Two methods of determining the level of responsibility of a job are outlined in this section. The Job Evaluation Guide, which uses point scores to assess a job, is more precise and accurate. The Job Classification Guide is used by many companies but is less precise. It is recommended the Job Classification Guide be used to verify the results obtained through job evaluation. METHOD 1: JOB EVALUATION GUIDE Introduction This point score guide has been developed as a technique for providing members and employers of members with an accurate, yet easy to use, system for evaluating the level of responsibility of engineering, geological and geophysical jobs. Usage will undoubtedly reveal useful improvements. Used objectively, this guide provides a base whereby any particular engineering, geological and geophysical job can be classified and ranked relative to other engineering, geological and geophysical positions. This same job evaluation system can be used to evaluate other professional and near professional jobs, thus making comparisons with these occupational groups more systematic and credible. Job Rating Summary To provide the most objective rating for the job, the following procedure is recommended: rate the job in accordance with the points allocated for each factor: duties, education, experience, etc. on pages 3 to 9 and record points in the left hand column of the chart on the following page. compare the results with ratings assigned to the benchmark jobs in the tables on pages 10 to 16. make any necessary adjustments and record the final points in the right hand column of the chart. determine your classification (A,B,C, etc.) using the chart on page 17. Figure 2 is provided as additional information to be used for comparison. Method 2: Job Classification Guide can be used to verify self-evaluation. Caution in Self-Evaluation In self-evaluation there will be a tendency toward overrating on some factors, particularly duties, as well as recommendations, decisions and commitments. Where doubt exists, the next grade or half-grade lower in line will usually prove to be the more accurate choice. Factor Preliminary Rating Points Final Rating Points A. Duties     B. Education     C. Experience     D. Recommendations, Decisions and Commitments     E. Supervision Received     F. Leadership Authority and/or Supervision Exercised     G. Supervision Scope     H. Physical Demands     I. Job Environment     J. Absence from Base of Operations     K. Accident and Health Hazards     Total Points

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