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Subscribe Background Evaluating Jobs - Lesson 8 - Use table 8.1 (p279) and table 8.2 (P280) A Human Resources employee is often tasked to apply job evaluation criteria to new or existing positions. A common job found at Canadian Hospitals is Information Technology Specialist. Evaluate this position (from your perspective) using the Compensable Factors Tables 8.1 and 8.2. Determine the points for each Compensable Factor Table 8.1 (Information Technology Specialist). Total the points. Once you have calculated this background information proceed to write the Discussion Blog Refer to the specific Rubric for how this assignment will be scored. Discussion Blog Assignment Write a Discussion which introduces the position Information Technology Specialist into the Job Evaluation Table. Once you have calculated this background information proceed to write the Discussion Blog Refer to the specific Rubric for how this assignment will be scored. Discussion Blog Assignment Write a Discussion which introduces the position Information Technology Specialist into the Job Evaluation Table. 1) List which position (Table 8.2) is immediately above the Information Technology Specialist position and which position is immediately below (based on Total Points). List/Describe the single Compensable Factor (score) which made the greatest impact on point total versus the other two positions. 2) Use the internet to determine (and list) the median salary for each of the three positions (this does not have to align with your rating, it is simply another source of data validation in your Compensation Toolbox.) Cite and rate the source (web site) you used. 3) Reply to another discussion thread either agreeing or disagreeing with the rating, and state why you agree or disagree Rubrics HRP113 Discussion Blog #2 FIGURE 8.1 SAMPLE SUMMARY RATING CHART FOR POINT METHOD OF JOB EVALUATION Job title: Degree Rating Factor 1 2 3 4 5 6 a) Education 10 25 45 70 100 135 Points Allocated 8 7 185 210 0 15 35 60 90 120 150 b) Experience C) Mental skill 15 35 65 125 100 80 15 35 60 100 15 30 40 50 65 15 30 45 65 80 d) Mental effort e) Physical effort f) Importance of accuracy g) Patient contact h) Supervisory responsibility 1) Job hazards 1) Job/work environment IIIIIIII 10 30 45 60 75 0 20 35 50 75 0 15 30 45 65 55 10 20 30 40 Total Points for This Job experience, and five for each of the remaining factors. The maximum total number of points that a job can receive is 1,000, and the minimum a job can receive is 90 points. The factor weights (as indicated by the maximum points available for a given factory range from 210 points (education) to 55 Gob/work environment). (Although this example has around number of points (1,000) as its maximum, there is no inherent advantage to this. A maximum could just as casily be, say, 1.140 points, and that wouldn't affect the quality of the job evaluation system) TABLE B.2 RESULTS OF JOB EVALUATION APPLIED TO JOBS AT A CANADIAN HOSPITAL JOB JOB TITLE Head of Surgery Thoracio surgeon Director of nursing Statt physician Head wird nurse Chietpharmacist Registered nurse 125 100 Ward nun Plummit Accountant Medical lab toch Nutte's aide Junioriter Panacio's Ordedy Admittingdek Fondrew Accounting COMPENSABLE FACTORS () (6) lo) (d) (0) 10 (0 MENTAL MENTAL PHYSICAL SUR JOB/VORK TOTAL EDUCATION EXPERIENCE SKILL EFFORT EFFORT ACCURACY CONTACT RESP HAZARDS ENVIRON. POINTS 210 150 125 100 80 60 75 30 30 900 210 90 125 100 50 80 75 20 30 30 810 135 150 125 100 30 60 75 15 30 800 185 60 100 50 80 75 0 30 30 735 135 60 100 80 50 80 78 35 30 3D 675 139 90 15 80 10 75 15 20 620 135 35 65 50 40 65 75 0 30 30 535 100 65 AD 65 75 0 30 30 480 100 15 35 60 15 30 0 20 400 136 35 85 60 15 45 10 0 0 10 375 70 15 35 35 30 30 0 45 30 370 45 0 35 35 45 60 0 30 30 330 25 15 35 15 NO 10 0 45 40 265 45 0 39 35 15 10 D 15 10 215 25 0 35 15 50 30 30 0 30 30 215 25 15 35 3 15 45 45 D 15 D 230 25 0 35 15 40 45 30 15 20 215 45 15 30 38 15 10 0 0 10 210 10 15 16 15 30 10 30 20 10 16 15 TO 15 105 Baumm 195 Grounds work 5 SKILL EFFORT RESPONSIBILITY WORKING CONDITIONS Ability to do detailed work Attention demanded Accountabllity Attention to details Ability to do accurate work Concentration needed importance of accuracy Cleaning up after others Analytical ability Mental demands: complexity Cash Constant interruptions Aptitude required Mental demands: continuity Confidential data Danger Communication skills: Mental demands: Intensity Contact with public Dirtiness verbal Communication skills: Mental demands: repetitive Contact with customers/ Disagreeableness written clients Communication skills Mental fatigue Coordination Exposure to accident hazard second language Dexterity Monotony and discomfort Consequence of error Exposure to health hazard Education Muscular strain Dependability Intangible conditions Experience Nerve strain Determining company policy Monotony Initiative Physical demands: complexity Effect on other operations Out-of-town travel Interpersonal Physical demands: continuity Equipment and machinery Physical environment surroundings Knowledge Physical demands: Intensity Goodwill and public relations Stress of multiple demands Managerial techniques Physical demands: repetitive Monetary responsibility Time pressure Manual quickness Physical fatigue Personnel Manual or motor skills Pressure of work Physical property Activate Window Problem solving Stress from dealing with Quality GOS difficult people Resourcefulness Plantander Bacard X gure 2021 03 Dipa! 8 Toble 8.2 202103-04 pdf L8 Compensation Notebook 8. X cebook%208.1%202021-03-04.pdf 1 / 1 100% + wangor Mental demands: Intensity COWGIRL Contact with public Dirtiness Communication skills: verbal Communication skills: written Mental demands: repetitive Contact with oustomers/ clients Disagreeableness Communication skills: second language Mental fatigue Coordination Exposure to accident hazard Dexterity Education Experience Initiative Interpersonal Knowledge Managerial techniques Manual quickness Manual or motor skills Monotony and discomfort Consequence of error Exposure to health hazard Muscular strain Dependability Intangible conditions Nerve strain Determining company policy Monotony Physical demands: complexity Effect on other operations Out-of-town travel Physical demands: continuity Equipment and machinery Physical environment surroundings Physical demands; intensity Goodwill and public relations Stress of multiple demands Physical demands: repetitive Monetary responsibility Time pressure Physical fatigue Personnel Pressure of work Physical property Stress from dealing with Quality difficult people Plant and services Records Visual application Safety of others Volume of work Spollage of materials Supervision of others Problem solving Resourcefulness Social skills Versatility Sou for200 when this to locate be found out the y 3 Subscribe Background Evaluating Jobs - Lesson 8 - Use table 8.1 (p279) and table 8.2 (P280) A Human Resources employee is often tasked to apply job evaluation criteria to new or existing positions. A common job found at Canadian Hospitals is Information Technology Specialist. Evaluate this position (from your perspective) using the Compensable Factors Tables 8.1 and 8.2. Determine the points for each Compensable Factor Table 8.1 (Information Technology Specialist). Total the points. Once you have calculated this background information proceed to write the Discussion Blog Refer to the specific Rubric for how this assignment will be scored. Discussion Blog Assignment Write a Discussion which introduces the position Information Technology Specialist into the Job Evaluation Table. Once you have calculated this background information proceed to write the Discussion Blog Refer to the specific Rubric for how this assignment will be scored. Discussion Blog Assignment Write a Discussion which introduces the position Information Technology Specialist into the Job Evaluation Table. 1) List which position (Table 8.2) is immediately above the Information Technology Specialist position and which position is immediately below (based on Total Points). List/Describe the single Compensable Factor (score) which made the greatest impact on point total versus the other two positions. 2) Use the internet to determine (and list) the median salary for each of the three positions (this does not have to align with your rating, it is simply another source of data validation in your Compensation Toolbox.) Cite and rate the source (web site) you used. 3) Reply to another discussion thread either agreeing or disagreeing with the rating, and state why you agree or disagree Rubrics HRP113 Discussion Blog #2 FIGURE 8.1 SAMPLE SUMMARY RATING CHART FOR POINT METHOD OF JOB EVALUATION Job title: Degree Rating Factor 1 2 3 4 5 6 a) Education 10 25 45 70 100 135 Points Allocated 8 7 185 210 0 15 35 60 90 120 150 b) Experience C) Mental skill 15 35 65 125 100 80 15 35 60 100 15 30 40 50 65 15 30 45 65 80 d) Mental effort e) Physical effort f) Importance of accuracy g) Patient contact h) Supervisory responsibility 1) Job hazards 1) Job/work environment IIIIIIII 10 30 45 60 75 0 20 35 50 75 0 15 30 45 65 55 10 20 30 40 Total Points for This Job experience, and five for each of the remaining factors. The maximum total number of points that a job can receive is 1,000, and the minimum a job can receive is 90 points. The factor weights (as indicated by the maximum points available for a given factory range from 210 points (education) to 55 Gob/work environment). (Although this example has around number of points (1,000) as its maximum, there is no inherent advantage to this. A maximum could just as casily be, say, 1.140 points, and that wouldn't affect the quality of the job evaluation system) TABLE B.2 RESULTS OF JOB EVALUATION APPLIED TO JOBS AT A CANADIAN HOSPITAL JOB JOB TITLE Head of Surgery Thoracio surgeon Director of nursing Statt physician Head wird nurse Chietpharmacist Registered nurse 125 100 Ward nun Plummit Accountant Medical lab toch Nutte's aide Junioriter Panacio's Ordedy Admittingdek Fondrew Accounting COMPENSABLE FACTORS () (6) lo) (d) (0) 10 (0 MENTAL MENTAL PHYSICAL SUR JOB/VORK TOTAL EDUCATION EXPERIENCE SKILL EFFORT EFFORT ACCURACY CONTACT RESP HAZARDS ENVIRON. POINTS 210 150 125 100 80 60 75 30 30 900 210 90 125 100 50 80 75 20 30 30 810 135 150 125 100 30 60 75 15 30 800 185 60 100 50 80 75 0 30 30 735 135 60 100 80 50 80 78 35 30 3D 675 139 90 15 80 10 75 15 20 620 135 35 65 50 40 65 75 0 30 30 535 100 65 AD 65 75 0 30 30 480 100 15 35 60 15 30 0 20 400 136 35 85 60 15 45 10 0 0 10 375 70 15 35 35 30 30 0 45 30 370 45 0 35 35 45 60 0 30 30 330 25 15 35 15 NO 10 0 45 40 265 45 0 39 35 15 10 D 15 10 215 25 0 35 15 50 30 30 0 30 30 215 25 15 35 3 15 45 45 D 15 D 230 25 0 35 15 40 45 30 15 20 215 45 15 30 38 15 10 0 0 10 210 10 15 16 15 30 10 30 20 10 16 15 TO 15 105 Baumm 195 Grounds work 5 SKILL EFFORT RESPONSIBILITY WORKING CONDITIONS Ability to do detailed work Attention demanded Accountabllity Attention to details Ability to do accurate work Concentration needed importance of accuracy Cleaning up after others Analytical ability Mental demands: complexity Cash Constant interruptions Aptitude required Mental demands: continuity Confidential data Danger Communication skills: Mental demands: Intensity Contact with public Dirtiness verbal Communication skills: Mental demands: repetitive Contact with customers/ Disagreeableness written clients Communication skills Mental fatigue Coordination Exposure to accident hazard second language Dexterity Monotony and discomfort Consequence of error Exposure to health hazard Education Muscular strain Dependability Intangible conditions Experience Nerve strain Determining company policy Monotony Initiative Physical demands: complexity Effect on other operations Out-of-town travel Interpersonal Physical demands: continuity Equipment and machinery Physical environment surroundings Knowledge Physical demands: Intensity Goodwill and public relations Stress of multiple demands Managerial techniques Physical demands: repetitive Monetary responsibility Time pressure Manual quickness Physical fatigue Personnel Manual or motor skills Pressure of work Physical property Activate Window Problem solving Stress from dealing with Quality GOS difficult people Resourcefulness Plantander Bacard X gure 2021 03 Dipa! 8 Toble 8.2 202103-04 pdf L8 Compensation Notebook 8. X cebook%208.1%202021-03-04.pdf 1 / 1 100% + wangor Mental demands: Intensity COWGIRL Contact with public Dirtiness Communication skills: verbal Communication skills: written Mental demands: repetitive Contact with oustomers/ clients Disagreeableness Communication skills: second language Mental fatigue Coordination Exposure to accident hazard Dexterity Education Experience Initiative Interpersonal Knowledge Managerial techniques Manual quickness Manual or motor skills Monotony and discomfort Consequence of error Exposure to health hazard Muscular strain Dependability Intangible conditions Nerve strain Determining company policy Monotony Physical demands: complexity Effect on other operations Out-of-town travel Physical demands: continuity Equipment and machinery Physical environment surroundings Physical demands; intensity Goodwill and public relations Stress of multiple demands Physical demands: repetitive Monetary responsibility Time pressure Physical fatigue Personnel Pressure of work Physical property Stress from dealing with Quality difficult people Plant and services Records Visual application Safety of others Volume of work Spollage of materials Supervision of others Problem solving Resourcefulness Social skills Versatility Sou for200 when this to locate be found out the y 3