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C-1 <br />+0 <br />C: POINT FACTOR JOBB EVAWATIO7N SYSTEM <br />1. BASIC CONCEPTS <br />a. The CodlarAssoclates, Inc. Point Factor job Evaluation System Is a logical, <br />systematic and orderly method of gathering facts about jobs. It requires the <br />application of value judgments in a standardized and understandable way, The <br />objective is to Insure consistency and equity of results in evaluating jobs. <br />b. One purpose of this quantitative job evaluation system is to set the value or a <br />position by determining a numerical score for each job based on job-related <br />tasks, duties and conditions of work performed. <br />C. Positions are evaluated by a trained technician based on the content of the work. <br />performed without regard to the sex or race of the worker. The system <br />concentrates on the content of work rather than characteristics of the <br />Incumbent such as education or personal qualifications. <br />d. Positions which require approximately equal levels of skills, efforts, <br />responsibilities and working conditions are placed into the same level for job <br />difficulty comparisons. The comparable difficulty of a position Is therefore <br />measured within a organization unit or County. <br />e. The point factor comparison cross compares jobs against all other positions In <br />the organization ushlg all lob factors. <br />2. 6DVANTAGES O%UQ R SYSTEM <br />a. our system assures the objecilvity of the approach, because all positions are <br />compared against the same r_=ctors. <br />Cady &.Associates, Inc. .18 <br />