Question

How does FES differ from other point-factor job evaluation methodologies? Give example(s).

Answers must be original

Answer 1

The factor evaluation system was developed in 1977 by the office of personnel management for non-supervisory general schedule employees. The purpose of any job evaluation system is to provide accurate information on the value generated by the specific profile for the organization by considering the level of input in the form of skills, effort responsibility and knowledge required for optimal performance of the job. This facilitates the accurate definition of the level of compensation for a job on the basis of the value created. This requirement for accurate job evaluation for deciding the compensation accurately has resulted in the employment of job evaluation methods through the use of established indexes for relative job values for different profiles within organizations to be used as the basis for determination of wage rates. the conventional methods used ranking, grading, weighted point, and factor comparison method for achieving optimal job evaluation.

The factor evaluation system has implemented various characteristics of other methods prevailing for evaluation such as the Nema, Benge, and Lott. Factor evaluation system. It uses 9 factors for evaluation of the job which is found in many Point factor plans but utilizes them in a unique manner defining every factor with different levels in terms of the occupation. The various factors used within the system include personal contact, purpose of contact, physical demands, work environment. It also evaluates the knowledge required, supervisory control, guidelines issued, the complexity of work, scope and effect. Other methods of point evaluation are mostly based upon the level of skill required without taking into consideration the impact of different occupation, level of effort required, responsibility, working conditions, level of knowledge, problem solving and accountability.

The factor evaluation system uses the nine factors for evaluating every job by allocating points for each factor resulting in a specific total of points which represents the job evaluation in terms of value creation. The compensation for every job is based upon pain for the number of points the job has by adopting a system of grading on the basis of total points. This provides a scientific approach to deciding pay structure to ensure that compensation is commensurate to the input required. Job evaluation system industries in job classification which makes more accurate and comprehensive than the other system by establishing a predetermined number of job group of classes and assigning jobs to the classification within a graded structure. This also helps to establish a standard benchmark for every category and group of a job for the level of input required and output to be achieved. It also helps in the selection of candidates as every job has clearly defined requirements on the basis of the category which matches the current responsibilities and duties of the job. The Tower Watson grading system is a job classification system which is used by the job classification system.

The factor evaluation system has the advantages of the point factor system and the job classification system as it undertakes the evaluation of all the nine important factors along with classification on the basis of organization and occupation. The structure of the factor evaluation system is designed to accurately assess every factor required for value creation process in the form of input along with all the factors which may impact the major factors within the external environment in generating the required output along with all the essential features required within the support system for achieving the required output. It provides a comprehensive evaluation on the basis of assessment of

all the different kinds of knowledge required by the position.

The level of supervisory control exhausted over the position along with the feedback and review system and level of accountability.

The guidelines and procedural framework available for performing the work.

The complexity of the work to be performed on the level of creativity and skills required with the application of knowledge and the ease of performance like repetitive tasks.

The scope and effect of the job in terms of purpose and value creation for the product or service.

The level of personal contact established and required for performing the job.

The reasons for the contacts to be made.

the level of physical activity required with regards to the nature of the activity its frequency and intensity.

The work environment that is existing and the level of support or difficulties within the environment along with safety, comfort and risk factors.