Job Evaluation Rating Document: Fill & Download for Free

Oooh. Finally a question right up my alley.I’m sure you’d have wondered at some point about how companies decide the essential worth of a certain job(not the employee, but the job) to them. Job analysis and evaluation are the processes that answer this and a few more questions.Job analysis usually is a prerequisite for job evaluation, so I’ll elaborate that a bit first. Job analysis involves studying the job in depth and documenting the various duties, responsibilities, skills, impact, interactions and any other relevant aspect of the job. The output of this process is usually a document that is called the ‘Job Description’. There are various HR consulting firms(Hay/Mercer/Hewitt/Towers) that have their own proprietary methods of job analysis and templates for job descriptions.Once the details of the job are documented in the job description, an evaluation can be done. Job evaluation is the assessment of the relative worth of the job to the firm. Therefore it is inherently comparative. Once again, most job evaluation methodologies are proprietary, but some things are universal(more or less):Focus on the job, and not the incumbent. Worth of the job does not change if the incumbent is replaced. For instance, tomorrow if Elon Musk is hired to do my current job, the worth of the job stays the same. It is a gross under-utilization of talent, and Mr Musk might be able to add more value to the job than I ever could, but that is not the point of job evaluation. Job evaluation evaluates the job, and nothing else. Not the market demand, not the incumbent.This is almost always an internally focused exercise. It is not necessary that the evaluation score of a job from company X can be compared directly with a job in company Y. However, consultants with a universal methodology work around this with strict standardization of the methodology across clients.There are various job evaluation methods,and they can be classified into three types:Point factor method (most common)RankingClassificationRanking is pretty simple- based on organization priorities, slot jobs into a specific rank order.Classification involves defining job classes and slotting the jobs into them. The hierarchy here is based on which job class/group the job falls into.Technically, there can be a (job) market driven job evaluation as well, but I have never even really heard of this being done anywhere, so I won’t even mention it in my bullet list.The most common technique is point factor method. The evaluation is based on compensable factors- measurable things which the company wants to pay for. This could be anything or everything from the job description. For instance, the skill level required could be a compensable factor. For each compensable factor, there is a grading scale to rate the requirement for that job, and also a certain weight. The question asked is “What is the minimum score on this rating scale that an incumbent would need to perform this job as per expectations?”The total score is calculated as the weighted sum of the scores against each compensable factor.Consider an ancient, primitive tribal society, where the tribal HR decides to evaluate the various jobs. She decides, based on her research of various jobs and other tribes, that her compensable factors will be :Tool skills- The ability and skill with tools (spears, knives etc). She measures this on a scale of 1–5.Fitness- She defines this as the ability to work(there is only physical work, so she measures this as continuous working duration, and since they don’t have the concept of 24 hour day yet, she measures this also on a scale of 1–5.Usually, point factor methods have around five compensable factors, but since primitive societies had limited maths skills, she limits her compensable factors to two. But based on her secondary research, she decides to give the second compensable factor a weight of 2X with respect to the first.Now she evaluates the job ‘Hunter’ using these factors. On a scale of 1–5, 1 being “can’t sharpen a knife without committing harakiri” and 5 being “can shoot arrows better than Legolas”, the hunter at least needs to be a 3, according to the tribal expert panel. On the second factor, on a scale of 1–5, 1 being “Farthest I have run is to the kitchen” and 5 being Milind Soman[1], the expert panel places the minimum requirement at a 4, since the hunter will probably have to chase the animal for days.Now the job evaluation score for ‘Hunter’ is 3+(2*4)=11.That’s basically the gist of it. However, job evaluation isn’t complete till all the jobs in the organization are evaluated and assigned their scores. So in the above example, our ancient HR evaluates the jobs ‘Farmer’, ‘Gatherer’ and ‘Toolmaker’ too. She then establishes a hierarchy of jobs based on their importance to the tribe. Her work on the project is now complete, but will need revision in a couple of years.But how does this impact you, the employee? Companies pay what they pay for various reasons:The market(Hunters are scarce, so must pay more to hire a hunter)Individual(This guy is a super talented hunter, we must pay more to hire this specific hunter)The job (Hunters are provide most of our food, so we must pay more to get more number of good hunters)Although all three factors are important, the last item usually defines the hard limits. You could be Lloyd Blankfein, but if you are hired for my job, you will not get to keep your multi-million dollar salary. You see, once the hierarchy of jobs is decided, companies like to group them up into job bands or job levels. Each of these job bands have a specific pay range. For instance, the pay range for a farmer might be 10–15 Kg grain per month, but that for the hunter might be 13–18 Kg. So even if you’re the best farmer in the valley, you aren’t going beyond 15 Kg grain per month, but a good hunter will easily make 16 Kg per month. Remember that this is not universal- another tribe may have a different pay band. Moral of the story is to apply to to firms that value your specialization and to qualify for higher order jobs.So that,mon cher, is the purpose of job analysis and evaluation.Footnotes[1] Ironman Turns 'Ultraman'. Milind Soman Races 517 km Barefoot

A performance appraisal (PA), also referred to as a performance review, performance evaluation, or employee appraisal is a method by which the job performance of an employee is documented and evaluated. It is more of quantifying or categorising individual performance. It is more of a mechanical process.Performance feedback is method by which the supervisor may highlight an individuals accomplishments,strengths and suggest Area’s of improvement. Performance feedback focusses on more on individual’s growth and development while appraisal is more of an evaluation/rating the hits and miss with respect to specific goals/targets.

DEFINE YOUR VIRTUAL ASSISTANT’S SCOPEVirtual assistants can handle almost any administrative project from scheduling meetings and taking calls to sales support and marketing. They should be self-motivated, proactive, accurate, and great problem solvers. When you find the right one for you, there’s no limit to what he/she can do for your business.First, decide what you’re comfortable delegating—along with any related processes — before you start outlining elements of your job post. This will be different for everyone, but an easy place to start is by identifying what activities are currently limiting most of your availability and efficiency. From there, decide which of those are a good fit for a VA and begin outlining the description.Be sure to include as much detail as possible. It may be helpful to break these down into categories. For example, you may hire a virtual assistant to help with any of the following:Assistance with a new marketing campaign. A virtual assistant can help you with digital marketing campaigns by publishing content, curating email lists, posting to social media accounts, and more.Data entry. This can be anything from entering new products into an ecommerce store to updating customer records to adding new listings to your real estate site, all of which may require more specialized knowledge into the platform you use.Customer service support. Let a VA monitor online chats, respond to support emails and FAQs, or create reports from your CRM software so you can focus on providing the best possible solutions for your customers.Support your sales efforts. A VA can help create presentations, field any rerouted, after-hours inbound calls, or drive traffic to online storefronts.Financial projects. Projects such as accounting, receipt transcription, vendor relations, and invoicing can all be handed over to a virtual assistant.General administrative work. Let a VA schedule travel arrangements, respond to emails, take notes, or type up documents.Now that you’ve laid out an idea of the day-to-day tasks or project you’re hiring a VA for, here are a few additional factors that can typically affect cost.Now, how much do virtual assistants charge per hour? That depends on a few things:Experience: Have they even done this before? Many virtual assistants get where they are because the skills they’re offering as a VA are the things they used to do in a corporate job somewhere. Those assistants generally charge the bigger bucks. Then there are those who are recent grads, changing careers, or just want to make some money on the side. These people may charge less just to get their feet in the door.Type of Service: Are you asking for executive assistant-type tasks such as calendar management, data entry, and flight booking? Or are you asking for copywriting, video production, and email marketing services? Oftentimes, VAs charge different rates for different types of services, so consider what you’re asking for when you’re evaluating rates.Deadlines: Is the project a rush job or are you providing a realistic deadline? If something needs to be done ASAP, it’s within every VA’s best interest to charge a little more. After all, they have to drop everything to make that possible for you.Hassle Factor: Okay, this is one that I probably shouldn’t even be telling you about but I will anyway because I’m nice like that. Sometimes, if a VA feels like you’re going to be tough to work with or your project requires a lot of extra moving parts, they’ll charge a little more per hour. It’s the “hassle factor” charge—and it’s real.