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 also be used to evaluate other professional and near professional jobs, thus making comparisons with other 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. 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: The 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 lower 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 ... view
B. EDUCATION ... view
C. EXPERIENCE ... view
D. RECOMMENDATIONS, DECISIONS AND COMMITMENTS ... view
E. SUPERVISION RECEIVED ... view
F. LEADERSHIP AUTHORITY AND/OR SUPERVISION EXERCISED ... view
G. SUPERVISION SCOPE ... view
H. PHYSICAL DEMANDS ... view
I. JOB ENVIRONMENT ... view
J. ABSENCE FROM BASE OF OPERATIONS ... view
K. ACCIDENT AND HEALTH HAZARDS ... view

SAMPLE BENCHMARK JOB DESCRIPTIONS AND CORRESPONDING RATINGS ... view