Frequently Asked Questions
about Results-Oriented Job Evaluation

Here are questions you might have in mind about Results-Oriented Job Evaluation.

• Do all organizations use job evaluation?
• Why not just use market rates to determine pay for jobs?
• Should a committee of managers and employees evaluate jobs?
• Will the same job evaluation plan work for all organization?
• Does job evaluation restrict job changes?

Do all organizations use job evaluation?

No. Some organizations rely on what the market determines a job is worth, and on individual negotiation with job applicants.

Why not just use market rates to determine pay for jobs?

Market rates are certainly important for establishing a pay program. However, because organizations usually develop unique jobs, there is no exact market data available for them. Furthermore, market rates at the mercy of supply and demand may distort equity among jobs within the organization.

Should a committee of managers and employees evaluate jobs?

This is a pretty good approach. Committee members, with actual job knowledge, bring important and accurate information to the process. Evaluations based on solid information give the process more credibility than evaluation behind closed doors by a few people.

Will the same job evaluation plan work for all organization?

The basic valuing criteria are the same for all organizations. What happens, however, is that actual job examples from each organization give different meaning to the generic language of the job evaluation plan. Additionally, the valuing criteria can be mathematically weighted to reflect the values of each organization.

Does job evaluation restrict job changes?

Absolutely not. Job evaluation measures the job as it is. When the job changes, it should be re-evaluated.