Point factor job evaluation analyzing jobs in terms of skill, effort, responsibility and job conditions involved.

We do this through an organized process of job analysis; identifying the job content and organizing it into various elements to determine how much of each is required. A key fact to remember is that the process measures jobs, not people. The plan used in your organization is specifically referred to as The National Position Evaluation Plan. It is the most widely used plan for determining the relationship of jobs within an organization to each other, in the United States.

Unit I Factors
Unit I jobs are those that are sometimes referred to as blue collar jobs. They are nonexempt jobs that do physical work, and/or produce a physical product or service. There are as many as eleven different Grades of work covered in Unit I. They range from Grade 11 to Grade of 1, where Grade 4 is higher than Grade 5. Grade 1 is the highest in this Unit because the if a job required any greater skill, effort, responsibility and job conditions that covered by Grade 1, it would be exempt and be categorized under Unit III. There are eleven factors that measure Unit I jobs. Each asks a question about requirements of the work and has a weighting. There are a number of answers available for each factor. They are known as degrees. The higher the degree, the more of that factor is required in order to do the job and the more points assigned to the evaluation of the job. For this reason the process is known as point factor job evaluation . The factors are:

1. KNOWLEDGE
This factor measures the basic theory, knowledge or scholastic content (however it may have been acquired) essential as background or training preliminary to learning the position. The evaluation is expressed in terms of formal educational equivalents for convenience purposes.

2. EXPERIENCE
This factor measures the minimum length of time usually or typically required to attain quality and quantity performance standards under normal supervision. Do not include any knowledge considerations that have been evaluated under the Knowledge factor or any additional time after competency is reached. Experience is of two kinds: a. Previous qualifying experience on related work including lesser positions, either within the organization or outside. b. The break-in time or period of adjustment or adaptation on specific position itself. Both time periods must be added together to properly reflect the evaluation.

3. INITIATIVE & INGENUITY

This factor measures the degree of independent action, the extent to which the duties are performed in compliance with a standard procedure or require planning and determination of what work is required and how and when to do the work based on operating circumstances.

4. PHYSICAL DEMAND
This factor measures the physical effort applied over periods of time. It seeks to address the physical fatigue resulting from performing the duties and responsibilities of the position based on the requirement for lifting, pulling, pushing, handling, moving, or manipulating items or materials.

5. MENTAL & VISUAL DEMAND

This factor measures the degree of mental and visual attention involved in the performance of the normal duties and the requirements for coordination of manual dexterity with such mental and visual attention. Consider the nature of the work and the mental or visual fatigue resulting in the efforts involved.

6. RESPONSIBILITY FOR EQUIPMENT OR PROCESS

This factor measures the responsibility for not damaging the equipment with which the work is performed, and the costs associated with repairing or replacing equipment or process damaged due to errors made in use or handling the equipment or operation of the process elements.

7. RESPONSIBILITY FOR MATERIAL, PRODUCT OR SERVICE

This factor measures the responsibility for the quality of the material, product, or service that results from the work. The factor measure the costs associated with repair, replacement, or rework to correct the error that may be made by the job being evaluated.

8. RESPONSIBILITY FOR THE SAFETY OF OTHERS

This factor accounts for the responsibility for not endangering others who may be in the work area. The factor is measured based on the type of injury which is likely to occur to others if the job is not performed with proper care.

9. RESPONSIBILITY FOR THE WORK OF OTHERS

Most jobs are not leads but when the responsibility of the job includes assigning, checking, setting up for, and resolving problems for others, this is the factor that measure responsibility by defining differences in jobs based on the number of other employees for which the job is responsible.

10. WORKING CONDITIONS

This factor measures the elements in the work environment that make the conditions less than desirable or in some way objectionable.

11. HAZARDS
This factor accounts for the conditions in the work environment that may be hazardous to the employee doing the work and the type of injury that may occur if the employee is not acting carefully and responsibly.

UNITS II, III & IV

Unit II jobs are those that perform administrative, clerical or technical duties and are considered to be nonexempt under the law. These employees are paid at a rate of at least $6.15 per hour and are paid at a rate of 1-1/2 times their regular rate of pay for all hours worked in excess of 40 in a work week. Grades in this Unit range from Grade 1 through Grade 10 where Grade 6 work requires greater skill and responsibility than Grade 5 work. Unit III jobs are those that perform managerial and professional jobs that are considered as exempt under the law. These employees are paid on a salaried basis and are expected to work the hours required to get the job done. These employees are not compensated for hours worked over 40 within a work week. Grades in this Unit range from Grade 7 through Grade 18 where Grade 10 work requires greater skill and responsibility than Grade 11 work. Ranges for Grade 7, 8, 9, and 10 in Unit III will vary from those in Unit II.

Unit IV covers the Top Management jobs, primarily the Executive Committee. These employees are paid on a salaried basis and are expected to work the hours required to get the job done. These employees are not compensated for hours worked over 40 within a work week. Grades in this Unit range from Grade 15 and up. Grade 20 work requires greater skill and responsibility than Grade 18 work. Ranges for Grades 15, 16, 17 & 18 in Unit IV may vary from those in Unit III. There are eleven factors in the plan. Each asks a question about requirements of the work and has a weighting. There are a number of answers available for each factor. They are known as degrees. The higher the degree, the more of that factor is required in order to do the job and the more points assigned to the evaluation of the job. For this reason the process is known as point factor job evaluation. The factors are:

1. KNOWLEDGE
This factor measures the basic theory, knowledge or scholastic content (however it may have been acquired) essential as background or training preliminary to learning the position. The evaluation is expressed in terms of formal educational equivalents for convenience purposes.

2. EXPERIENCE
This factor measures the minimum length of time usually or typically required to attain quality and quantity performance standards under normal supervision. Do not include any knowledge considerations that have been evaluated under the Knowledge factor or any additional time after competency is reached. Experience is of two kinds: a. Previous qualifying experience on related work including lesser positions, either within the organization or outside. b. The break-in time or period of adjustment or adaptation on specific position itself. Both time periods must be added together to properly reflect the evaluation.

3. COMPLEXITY OF DUTIES
This factor measures the complexity of the duties including the degree of independent action, the extent to which the duties are circumscribed by standard practice, the exercise of judgment and the types of decisions, the amount of resourcefulness and planning required.

4. SUPERVISION RECEIVED
This factor measures the degree to which the immediate supervisor outlines the methods and/or procedures to be followed or the results to be obtained, checks the progress of work or handles exceptional cases. Consider the proximity, extent and closeness of supervision in evaluating this factor.

5. ERRORS
This factor measures the responsibility for errors. Consider the probable effect of errors based on the degree to which the work is verified or checked, either in succeeding operations, by the procedures themselves or by supervision. Consider the probable loss, such as, damage to equipment, labor and material costs for correction, customer or goodwill loss resulting from any single occurrence.

6. CONTACT WITH OTHERS

This factor measures the responsibility for meeting, dealing with or influencing other persons. Consider how the contacts are made, how often, whether contacts involve furnishing or obtaining information only or whether they involve the influencing of others.

7. CONFIDENTIAL DATA

This factor measures the integrity and discretion required in safeguarding confidential data handled or obtained in the normal performance of assigned duties. Consider the nature of the data handled, the degree to which the full import of the data is apparent in the duties performed and whether disclosure would affect internal, external, community or competitive relationships.

8. MENTAL ATTENTION OR VISUAL DEMAND

This factor measures the degree of mental and visual attention involved in the performance of the normal duties and the requirements for coordination of manual dexterity with such mental and visual attention. Consider the nature of the work and the fatigue resulting in the efforts involved. ADDENDUM TO MENTAL ATTENTION OR VISUAL DEMAND: When evaluating positions in which Physical Demand is involved, consideration should be given under this factor. The expending of effort involves lifting or moving, or equivalent pulling, pushing, carrying, shoveling or stretching.

9. WORKING CONDITIONS
This factor measures the surrounding or physical conditions under which the work must be done and the extent to which they make the positions disagreeable. It will have little application except on sales, outside service, factory supervisory or other positions where duties are performed other than in the office. ADDENDUM TO WORKING CONDITIONS: Positions involving hazards, or requiring significant amounts of travel away from home for extended periods would be evaluated under this factor.

EVALUATING SUPERVISORY POSITIONS

The following factors would be used only when evaluating positions where lead or supervisory responsibilities are involved on a regular and recurring basis. There are three variables that differentiate supervisory positions (aside from Knowledge and Experience): a. The complexity of the supervisory duties. b. The character of the supervisory duties. c. The number of persons supervised.

10. CHARACTER OF SUPERVISION

This factor measures the degree or kind of supervisory responsibility involved. Consider what place the position would occupy on an organization chart and the degree to which accountability for results goes with the position, measured in terms of responsibility for costs, methods or personnel.

11. SCOPE OF SUPERVISION

This factor measures the size of the supervisory responsibility expressed in terms of number of persons generally or normally supervised. Persons counted are on a full time equivalency basis. Do not discount parttime or secondary responsibility. Count only subordinates with an employment relationship with the organization.