Job Evaluation: Methods: Classification Classification Jobs are classified into an existing grade/category structure or hierarchy.

Each level in the grade/category structure has a description and associated job titles. Each job is assigned to the grade/category providing the closest match to the job. The classification of a position is decided by comparing the hole job ith the appropriate job grading standard. To ensure e!uity in job grading and age rates" a common set of job grading standards and instructions are used. #ecause of differences in duties" s$ills and $no ledge" and other aspects of trades and labor jobs" job grading standards are developed mainly along occupational lines. The standards do not attempt to describe every or$ assignment of each position in the occupation covered. The standards identify and describe those $ey characteristics of occupations hich are significant for distinguishing different levels of or$. They define these $ey characteristics in such a ay as to provide a basis for assigning the appropriate grade level to all positions in the occupation to hich the standards apply. Advantages %imple. The grade/category structure exists independent of the jobs. Therefore" ne jobs can be classified more easily than the &an$ing Method. Disadvantages Classification judgments are subjective. The standard used for comparison 'the grade/category structure( may have built in biases that ould affect certain groups of employees 'females or minorities(. %ome jobs may appear to fit ithin more than one grade/category. )))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))))) Tips *se +ell ,efined -rades/Categories .ttempt to define the grades/categories so that they do not overlap one another. /verlaps in the descriptions and factors used to identify the grade ould lead to problems hen assigning jobs to the grades here there is overlap bet een them. #iases Examine the -rades/Categories for inherent biases against females and minorities

Define a Job Structure

In iHRIS Manage, a job is defined as a general set of qualifications, duties and responsibilities that one person performs in the organization. Each ob has a title, code and description. ! ob ma" be categorized b" an" of the follo#ing$ Cadre: a categor" of health professionals #ho #or% for the organization

Job classification: a standard ob categor" and code that ma" or ma" not include health professionals

Salary grade: a grade of pa" for a ob

!ll of these categorizations are optional. &he" are intended to organize obs and trac% and report on data in #a"s that are meaningful for "our organization. &here ma" be multiple instances of the same ob. Each instance, #hich is filled b" a single emplo"ee performing that ob function, is called a position. &he position ma" ha'e the same title as the ob, or it ma" ha'e an additional position title. (ositions ma" be$ Open: )o emplo"ee currentl" holds the position, and the organization is acti'el" accepting applications or see%ing to hire into the position.

Closed: !n emplo"ee currentl" holds the position.

Discontinued: )o emplo"ee currentl" holds the position, and the organization is not see%ing to hire into the position, but the position ma" be reopened at some later date

Each position has one spot on the organizational chart and one super'isor. Each position is located at a particular office or facilit". Each position ma" optionall" be assigned a code, department and position t"pe *such as permanent, temporar" or part+time,. &he follo#ing chart illustrates ho# ob data are related in the s"stem$

&his is an e-ample of a specific ob$

.omplete the follo#ing e-ercises to define all cadres, ob classifications and salar" bands in use in "our organization. &hen identif" each ob in the organization and lin% it to the appropriate cadre, ob classification and salar" band. &his section should be completed b" an HR Manager.

.adres
/ist all cadres in use in the organization. .adres refer onl" to health professionals and should conform to international standards as much as possible. .adres are optional. Action: !dd all cadres to the s"stem *see !dd cadres,.

Job classifications
/ist all job classifications in use in the organization, including a description and a code for each ob classification. ! ob classification is a categor" used to group similar obs. Job classifications ma" be the same as cadres but #ill also include non+ health professionals. Job classifications are optional. Action: !dd all ob classifications and corresponding information to the s"stem *see !dd ob classifications,.

Salar" grades
/ist all salary grades in use in the organization. Include the currenc", starting salar", midpoint *or mar%et rate, and ending salar" for each salar" grade. ! salar" grade defines the pa" range for one or more obs. Salar" grades are optional. Action: !dd all salar" grades and corresponding information to the s"stem *see !dd salar" grades,. .urrencies also need to be entered into the s"stem *see !dd a currenc",.

Salar" sources
/ist all salary sources. ! salar" source is an" distinguishable source of an emplo"ee0s salar" or a special pa"ment or benefit paid to an emplo"ee that needs to be trac%ed. &rac%ing salar" sources is optional. Action: Enter all salar" sources in the s"stem *see !dd salar" sources,.

(osition t"pes
/ist all position types *such as permanent, temporar", consultant, part+time, etc., to trac% in the s"stem. &rac%ing position t"pes is optional. Action: Enter all position t"pes in the s"stem *see !dd position t"pes,.

Jobs
/ist all jobs that currentl" e-ist in the organization #ith their cadre, ob classification, salar" band, ob code and ob description. Remember that a ob is not the same as a position. Se'eral positions ma" e-ist for one ob. 1nce the obs are

entered in the s"stem, at least one position ma" be created for each ob, #hich ma" then be lin%ed to an emplo"ee. Action: Enter each ob and its corresponding information into the s"stem *see !dd obs,.