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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:
- make any necessary adjustments and record the final points in the
right hand column of the chart.
- Figure
2 is provided as additional information to be used for comparison.
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
.
JOB ENVIRONMENT ... view
J.
ABSENCE FROM BASE OF OPERATIONS ... view
K.
ACCIDENT AND HEALTH HAZARDS ... view
EXMPLE BENCHMARK JOB DESCRIPTIONS
AND CORRESPONDING RATINGS ... view
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