SECTION 1
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.

Benchmark Job Description

A job evaluation guide is difficult to use without guidance from an experienced job analyst on how to apply the guide. To assist you in determining your level of responsibility, sample benchmark job descriptions have been provided on pages 10 to 16. The jobs range from the most junior, to that of a fairly senior manager.

As your job will not match exactly, the points you give your job will vary from the sample jobs evaluated (both on the various factors and in total points).

Job Rating Factors

A. DUTIES

This factor is concerned with the general nature of tasks assigned. The range includes duties performed in an entry level jobs to those carried out at an advanced level of administration. Select the description that fits your job most appropriately. Carefully consider the relationship that your duties have to those of others in your organization. If you cannot decide between two adjoining descriptions, use the midpoint value.

B. EDUCATION

Rate the minimum university qualifications in an engineering, geological or geophysical discipline required in order to begin your job.

Note: A rather special situation develops with the factors of education and experience. Do not rate your position on the basis of level of education and years of experience you have attained. You may have a Master's degree and thirty years of experience. However, if the job requires neither an advanced degree nor extensive experience, rating the job according to your own qualifications will result in a point score that is unreasonably high. Members should estimate the education and experience combination required by the job.

C. EXPERIENCE (See "Note" in Education on previous page)

Rate the minimum number of years in full-time, permanent engineering, geological or geophysical work and/or work where an engineering, geological or geophysical background was a distinct asset which would normally be required by a person starting the job. Take your count to the nearest whole or half year.

D. RECOMMENDATIONS, DECISIONS AND COMMITMENTS

Select the category that fits your job most appropriately. If you cannot decide between two categories, use the midpoint value.

E. SUPERVISION RECEIVED

This factor is concerned with the degree to which independent action is required or permitted. It will be limited by the amount of direction received from supervisors or provided through standard practice instructions, precedents or practice. Select the category that fits your job most appropriately. If you cannot decide between two categories, use the midpoint value.

F. LEADERSHIP AUTHORITY AND/OR SUPERVISION EXERCISED

This factor is concerned with the character of the supervisory responsibility. This may be direct (line) or indirect (staff). Select the category that fits your job most appropriately.

G. SUPERVISION SCOPE

This factor is concerned with the size of the direct (line) responsibility and is rated in terms of the total number of persons falling into that category. Count your immediate subordinates together with all employees reporting to them, either directly or through other levels of supervision. If numbers vary seasonally or for other reasons, compute an average for the year. Exclude persons, such as students, for whose work you have no continuing responsibility. As well, do not count persons to whom you give occasional technical direction or functional guidance. In short, count persons only for whose work you are fully accountable.

H. PHYSICAL DEMANDS

This factor is concerned with the intensity and severity of the physical effort required of the job and with the continuity and frequency of that effort. Of those listed below, choose the level of exposure that most closely describes your situation and select the one value that carries the highest point score.

I. JOB ENVIRONMENT

Under this factor, select the category that describes most clearly the conditions under which your work is normally carried out.

J. ABSENCE FROM BASE OF OPERATIONS

Under this factor, select the category that most closely describes the demands of your job for travelling and being absent from your base of operations.

K. ACCIDENT AND HEALTH HAZARDS

Under this factor, rate your job in terms of conditions that might result in accident or occupational disease. Consider the most prevalent hazard to which you are exposed, not some remote possibility. Select one value only.

Use of Point Count Results

After completing the Job Rating Summary, refer to the chart below in order to determine the classification of the job. As it is not practical to have a pay range for each point count, jobs are classed together in one level or classification.

The following table correlates responsibility level with years of experience. This table is provided for use as a general check of self-evaluation.

FIGURE 2

See Section 2 for definition of survey statistical measures (D1,Q1, etc.)

METHOD 2: JOB CLASSIFICATION GUIDE

Many companies use the generally adequate and less time consuming (but less precise) classification system commonly called the ABC system. This system broadly describes each level of responsibility according to five factors: Duties; Recommendations, Decisions and Commitments; Supervision Received; Leadership Authority and/or Supervision Exercised; and Guide to Entrance Qualifications. A copy of the description for each level of responsibility is provided in Appendix A. An abbreviated Job Classification Guide of the ABC system is shown below.

As many salary surveys are carried out using the ABC system, it is useful to be able to equate the results of the Point-Count Job Evaluation system and the Job Classification system. Application of the two systems has not been completely standardized across companies so absolute relationships cannot be set. A reasonable relationship between the two systems can established and this is shown in the chart below. Individual companies will vary to some degree.