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CI <br />40 <br />40 <br />M <br />b. The system eliminates sexual and cultural bias and addresses Issues of <br />comparable worth. <br />C. The point factor system is less subject to manipulation from within the <br />organization and It Is designed to be free of bias. <br />d. Our Point Factor job Evaluation System includes the ability to relate <br />compensation directly to the labor market by compar;ng positions of <br />approximately equal point values. <br />e. The System assures that all major Job-related factors contributing to job value <br />are considered In the relative grading of positions. <br />f. This Point Factor System makes it much easier to compare dissimilar types of <br />positions because each is broken down Into elements or factors that are <br />common to all positions. <br />g. R conversion to dollars can be directly made on the basis of any wage or salary <br />system determined to be appropriate for the organization. <br />h. This Poirot Factor Job Evaivatlon System facilitates effective personnel <br />administration in that it requires Job related facts and proof of required Job <br />responsibilities and characteristics before a change In the classification and/or <br />the grade can be made. <br />I. This Point Factor System is used to evaluate individual positions when there are <br />questions as to whether the position belongs In one class or another. The <br />position evaluatlon can then be studied to determine the class in which the <br />position belongs or whether a new class Is required. <br />CodgWifJso: idtCS ine- 1T- <br />