The Job and Organizational Design Unit provides consultation to the University community on job design, organizational design, evaluation of positions and the administration of compensation practices and procedures.
In this section find the definitions and evaluation processes for the following appointments:
A strong organizational design/structure helps communications, productivity and innovation. It creates an environment where people can work effectively. Clear roles, responsibilities, authority, and reporting lines provide a solid foundation for a high functioning productive work team.
Please contact your Job and Organizational Design Consultant for assistance.
Job Evaluation is simply defined as "a systematic process for determining the relative value of a series of jobs within an organization."
In all cases, the outcome of a job evaluation plan is an internal rank order of jobs within an organization that provides the basis for establishing a fair and equitable pay structure.
This table summarizes what job evaluation is and is not.
Job Evaluation IS...
Job Evaluation IS NOT...
|About the job
||About the person doing the job
|A measure of job value
||A measure of performance
|Used to set internal equity
||About external competitiveness
|Confined to a value within an organization
||How other organizations might value similar jobs
|Participative and consultative
||A small backroom committee
||An exact science