Job evaluation for Executive Administrative staff is based on Occupational Guidelines established to identify the nature and scope of the position’s tasks and responsibilities. All jobs are evaluated against these guidelines.
The first step in job evaluation is writing the position description – a position description outlines the specific duties, responsibilities and qualification requirements for a particular position. For more information, visit Writing a Job Description.
Once a position description has been written, positions are evaluated qualitatively based on a number of criteria:
- complexity – appraises the number and variety of tasks or functions, and the number of procedures, policies and practices that govern those functions
- accountability – appraises the position’s freedom to organize, plan, execute and control tasks, as well as the probability of errors and the consequence of errors not being detected (excluding human errors)
- judgement / decisions – appraises the nature of decisions and judgements – whether quoting documented facts, interpreting information or providing advice
- supervision given – appraises the number and classification level of employees for which a position is responsible, and the type of supervision provided by the position; levels of supervision can range from no responsibility for others’ work; to training / assigning / reviewing others’ work for accuracy and quality; to recommending candidates for appointment and training, and establishing overall standards of performance / evaluating performance
- contacts – appraises the level of tact, frequency and complexity of contacts and relationships with others
- job requirements – appraises minimum education, skill requirements and training that are necessary to do the job
Individual performance and volume of work are not considered criteria in evaluating jobs.