Job Evaluation Methodologies Are Techniques or Systems

¶ … job evaluation methodologies are techniques or systems used to evaluate jobs against universal factors and sub-factors. During this process, the job content is examined against the identified factors and then represented as a point or numeric value. This is followed by comparing the pre-determined pay structure of grades to identify the most suitable pay range assignment. Following the evaluation of a set of jobs in an organization, the unique interpretation of the levels of the factors in the organization and requirements for jobs becomes very crucial. The results of point factor job evaluation methodologies are determined through the use of factor comparison. Actually, one of the most powerful measures for conducting job evaluation is combining point-factor techniques with factor-comparison approaches (Henderson, 2006, p.2008).

There are several point factor job evaluation systems such as Lott's Point Method, Benge's Factor Comparison, NEMA Method, Hay's Profile Method, and Factor Evaluation System. While these methods are based on the same concept of point factor position evaluation strategies, they are relatively different in their approach to this process. Notably, the ultimate success and effectiveness of any point factor job evaluation methodology is its ability to create a hierarchy of job ratings that are acceptable by both the management and organization's employees.

One of the most significant point factor job evaluation methodologies is Factor Evaluation System, which is different from the other methods in this category. Factor Evaluation System was introduced in 1977 by the Office of Personnel Management to be used for non-supervisory general schedule workers. Generally, the Factor Evaluation System includes several characteristics of other point factor evaluation methods such ad Lott, Benge, and NEMA methodologies. Despite using many similar characteristics to the other methods, it's quite different from them.