The JOBMEAS system of evaluation provides a sophisticated, yet practical, and easy-to-understand technique for measuring the relative weight of positions in an organization. The system is recognized for its ability to be applied to virtually all jobs in all occupational categories in a manner which is equitable and reflective of the work values that both employers and employees have.
Most organizations will use the results of job evaluation for determining pay relationships among jobs, but the link between job evaluation and pay is not a necessity.
JOBMEAS uses a point-factor evaluation technique which is specifically designed to treat large numbers of positions equitably in the pay determination process. The system enables direct comparisons to be made among all jobs in quantitative terms in five broad areas of measurement (domains). The transposition in quantitative terms of the qualitative evaluations is made through guide charts, one for each domain.
JOBMEAS is the product of over 20 years of research, application, and updating. The factors, or broad areas of measurement, reflect modern thought in job engineering, recruitment, and management and employee value systems. JOBMEAS is designed to be a management tool; one that consistently facilitates pay determination decisions with regard to the mission, philosophy, and needs of the organization.
The JOBMEAS system of evaluation contains five distinct job measurement guide charts with a total of ten dimensions:
I. Mental Requirements
The body of knowledge required for the job and problem solving, or difficulty and complexity in applying knowledge to work situations.
Learning Development, or level of knowledge, considers the level, breadth and complexity of knowledge. Knowledge typically comes from formal education, experience, and/or aptitude. Key considerations to rating knowledge are "depth" which refers to thoroughness, and "diversity" which considers the comprehensiveness, scope, and variety (e.g., different fields of knowledge).
Problem Solving Challenges
Problem Solving Challenges refers to the type of thinking necessary to solve problems. It represents the application of knowledge to solve work assignment problems. Key considerations are the amount of independent reasoning and judgment used, the technical depth, the conversion of technical solutions to tactical and strategic actions, the time frame governing the impact of the solution, and diversity of problems solved.
II. Physical Requirements
The learned physical skills and physical effort demands when performing work.
Learned Physical Skills
Learned Physical Skills, or the coordinative and manipulative skills, considers the time required to learn movements, speed-precision-timing-balance needed for competency, and variety of body/limb movement required.
Physical Effort considers the actual physical work expended. Key requirements to understand are whether the effort involves walking, standing, lifting, or carrying; and whether effort is occasional, frequent, or sustained.
III. Human Relations Requirements
The important human relations skills and the scope of contacts required to complete work assignments.
Human Relations Skill
Human Relations Skill, refers to the skills required to deal with others. Skill relates to the degree of human relations challenges predominant in the job. Considerations include the need for persuasiveness, exchange of complex ideas to lay people, teaching or training skills, public speaking, and motivational and counseling skills.
Scope of Contacts
Scope of Contacts, refers to the breadth and diversity of individuals and groups with whom the job incumbent must deal in order to accomplish the job's accountabilities.
IV. Work Environment
Elements in the work setting that make it both difficult to complete work and disagreeable.
Performance Environment refers to the "extraordinary" job demands that make it difficult to complete work. Elements of the work setting include deadline pressure, interruptions in work flow, changing schedules, requirements for professional renewal, and unpredictable time demands.
Working Conditions is defined as the locational factors which make the job disagreeable or dangerous. Key considerations for this element are safety and health issues.
The level of accountability and professional development, as well as, the scope and magnitude of impact on the organization's functioning.
Level of Accountability
Level of Accountability measures the level of accountability for work results, professional development, and the hierarchical placement of the position within the organization.
Impact refers to the degree to which a job directly or indirectly influences end results--the delivery of final products or services to the customer. Impact is further defined by the level or "magnitude" of influence, then within a level, the role the job plays by providing information/advice, by participating, or by directing/controlling the end result.
JOBMEAS does not require the evaluator to directly compare or match jobs. Job content is matched to each of the five guide charts, one at a time and independently, thus enabling a complete and objective evaluation.