Job evaluation

More information

Job evaluation/classification looks at what a position does and what is required in that position. The evaluation/classification process is no way to be construed as evaluating individuals or their personal work performance in the position.

For General staff positions

Job evaluation aims to produce an objective examination and rating of positions, according to job content and requirements, without reference to the current classification of the position or the performance of the job incumbent.

Job evaluation concentrates on the content of the work not the amount of work, ie. an increase in the workload of a position will not necessarily result in a change to the classification.

The Classification process uses a committee of people drawn from across the University, including directly elected staff representatives, who have been trained to use the evaluation technique. The Classification Committee also aims to include representatives with knowledge of the occupational area being considered at each Committee meeting. The final agreed classification is reached by a process of consensus and reflect the best judgement of the Committee. The Position Analysis is presented to the Committee after any personal identification has been removed to ensure anonymity.

The Classification Committee may request further information or clarification on any Position Analysis (PA) it is considering through the Human Resources Consultancy branch.

Why do I have to complete a position analysis?

For a position to be analysed in the classification process the Committee requires detailed information on a position. There are several ways in which this information could be obtained, by interviews, observation or a questionnaire. A questionnaire has been chosen by RMIT as the most consistent and time efficient way for collecting the information required. The questionnaire used is known as a Position Analysis (PA) this is used together with a position description. The PA requests specific information on the position. Some of the questions may appear to be repetitive, but they are all gathering the information required for different factors in the classification process, eg. problem solving. The Committee requires the information that is requested on the PA and within the position description to ensure that they have a thorough understanding of the position that they are classifying.

BIPERS job evaluation system

The BIPERS job evaluation system used by the University develops a points score for each evaluated position based upon degree ratings on each of 10 separate factors. These factors have been identified by the consultants as important determinates of the size of the job. The factors incorporated in the BIPERS job evaluation system are, in summary:-

1. Education and experience

What level of formal education is required for the job?
Once the formal education has been gained, how much pertinent, practical experience is needed to perform the job?

2. Scope of activities

How varied are the activities coordinated by the position?

3. Interterpersonal skills

How demanding is the job in terms of contacting, negotiating, and gaining the co-operation of others inside and outside the organisation?

4. Kinds of problems

What type of analytical and creative ability is required for the position?

5. Instruction received

How much independence does the position holder have?

6. Influence on results

How important is the position to the overall results of the organisation? What ability does this position have to bring about change in the organisation?

7. Size of unit

How large is RMIT? (This is the same for all positions and has been set by external consultants)

8. Personnel supervised

How many people does this position supervise?

9. Subordination level

Where is the position placed in the organisation?