Hi!
This is a clarification in response to the comment above by Nejati:
Salary or compensation surveys have nothing to do with Job Evaluation, esp. when market data is already available in a given area/ country.
Job Evaluation (JE) is the assessment of jobs/ roles to be able to determine their relative size and rank in an organization's hierarchy. To be able to assess/ evaluate a job, you only need a good & complete job description (JD). A good JD that can be objectively evaluated must have the ff. elements: job content, job context, and job requirements.
A job can only be graded (Job Grading) & classified (Job Classification) if they are properly evaluated. A certain job is said to be properly evaluated when the methodology used is a credible tool and accepted worldwide. The most widely used JE tool is the one popularized by the HayGroup. It uses the point factor system.
When a JE project includes the design (or re-design) of a salary structure, and the company is already operating and has its current salary rate per job, the rates are compared/ bench-marked with the market rate. This is where market data or compensation surveys become relevant.
In the design, the following compensation principles must always be remembered: internal equity, external competitiveness, affordability, and sustainability.
The timeline for the conduct/ implementation of a JE project largely depends on the quantity of jobs a company has, and the status of the JD that the company has at present. Without good JDs, a company must first undertake JD writing. And JD writing includes job analysis and position clarification interviews of incumbents.
With the above explanation, you will see that the result of a survey has nothing to do with JE. And, compensation survey never determines the type of JE that one should use in the assessment of jobs.
Best regards.
Ed Llarena, Jr.
Managing Partner
Emilla International Consulting Services
Tel: 00632-828-0842/
Email: <emillaconsulting@hotmail.com>