Forums
Construction of a Job Evaluation Panel
Recruiting & Staffing
Construction of a Job Evaluation Panel
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
In developing a Job Evaluation Panel, what role should the Chairperson have, what guidelines should be included in the process and what discription should be given on the role of the other members, an
0
Cat:Topic ForumsForum:ForumId56
Cat:Topic ForumsForum:ForumId56Discussion:DiscussionId34598
Forums » Topic Forums » Recruiting & Staffing » Construction of a Job Evaluation Panel
|
Construction of a Job Evaluation Panel
posted at 4/16/2008 1:44 AM EDT
|
Posts: 4
First: 4/16/2008 Last: 5/4/2008 |
In developing a Job Evaluation Panel, what role should the Chairperson have, what guidelines should be included in the process and what discription should be given on the role of the other members, and what position these members should hold within the company, what training should be given to the members of the panel. |
|
|
Construction of a Job Evaluation Panel
posted at 4/24/2008 6:23 AM EDT
|
|
Posts: 3
First: 6/19/2007 Last: 7/26/2011 |
I've worked in Job Evaluation for about 7 years.
I'm assuming that this panel is not evaluating bargaining unit positions. If that were the case, I'd recommend a joint committee for better results and buy-in. The role of Chairperson is one of leadership. While the Chair should have no more/no less input on the evaluation process that anyone else, he/she can demonstrate leadership by keeping the panel on track, focused on the end goal, and working towards a fair and consistent, gender-neutral approach. The panel should have a terms of reference that describes the role of members, expectations of the process, a sore-thumbing process to ensure consistency, a dispute-resolution process if the panel cannot reach consensus, and a process to maintain the results (for new and changed jobs). I cannot stress maintenance enough. You do not want to start from scratch again in 5 years because you haven't maintained your plan. Members of the panel should provide a broad cross-representation of the organization. If you want to avoid having one area attempting to "stack" the panel, you can put language in that ensures minimum representation from certain areas, and to avoid conflict of interest situations (rating themselves or subordinates - use alternates when possible). I generally avoid having senior management on a panel, as they are too far removed from understanding specific job duties/requirements and tempted to manipulate the process to benefit their particular area. Middle-managers are better bets. If you have any influence over who is on the panel, look for pragmatic people with open, curious minds and ability to make decisions and defend them. While having terms of reference is a neccessity, leave yourself some flexibility. Simple business decisions can be solved by majority vote, but evaluations require consensus. Provide the Chair with enough authority to make decisions that keep the process moving, rather than having every little administrative detail discussed at length by the group. Everyone gets the same training in whatever rating tool you use. They should understand higher job evaluation principles and the nuts-and-bolts mechanics of evaluation. Evaluate fictional sample jobs to get them comfortable with the process. Regularly review progress and fine-tune where needed on definitions, information gathering methods, communications, etc. And lastly, make sure you read the the riot act on the issue of confidentiality. Unless they feel that what they say in the room stays in the room, they will not make an honest effort. I especially make sure that the joint committees I work with understand that, and have had great success in re-building trust often lost during other aspects of the labour relations dynamic. Good luck! |
|
|
Construction of a Job Evaluation Panel
posted at 5/4/2008 3:40 AM EDT
|
|
Posts: 4
First: 4/16/2008 Last: 5/4/2008 |
Hello grapevine, thank you for your reply. I was studying the formation of evalution commitees in antisiption of the material coming up in a question for my exams. Durning revision, without explaoning were I got the information from, I made reference to the suggestions you made, however my class mates informed me that the lecture would not be impressed as only the core text book and his very poor notes were to be used in answering the exam questions. I have ben out of work an d have not been able to attened collage since January due to an accident at work. In the revision sessions with my class mates I was only then made aware of how to approuch the exam questions if question in that area were asked, however I did manage to include some of your suggestions, again thanks very much. |
Forums » Topic Forums » Recruiting & Staffing » Construction of a Job Evaluation Panel
