Job Evaluation and ClassificationJob evaluation is the process through which an organization analyzes the relative worth of a job as compared to other jobs within the organization. The resulting classification of the job determines its relative pay position in the organizations’ hierarchy. Job evaluation systematically compares jobs to ensure that positions with similar levels of complexity and responsibility, requiring similar levels of education and experience, are classified in the same grade in order to maintain pay equity in the organization. Through the job evaluation and classification process, an organization can ensure that:
Before a new position can be created, or an existing position reclassified to a different grade, a job evaluation and classification by the Compensation Office is required. No commitments for grade, title, or salary may be made without the prior review and approval of the Compensation Office. The Compensation Analyst determines the appropriate classification of a position within object code and grade level with input from the unit’s Human Resources Representative, the department head, and the employee, when appropriate. Although different job evaluation methodologies are used depending on object code the analytical process is the same. The Analyst examines the duties and responsibilities of the position and assesses the degree to which certain factors are present in the job. Some of the factors analyzed are:
Service positions (codes 107/117) are not subject to the job evaluation process at NYU; rather titles and pay rates are identified within the respective collective bargaining agreement. The Compensation Office determines titles and pay rates for positions not covered by a collective bargaining agreement. |
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