LEVEL OF RESPONSIBILITY
Two methods of determining the level
of responsibility of a job are outlined in this section.
The Job Evaluation Guide, which uses point
scores to assess a job, is more precise and accurate. The
Job Classification Guide is used by many companies but is
It is recommended the Job Classification Guide
be used to verify the results obtained through job evaluation.
METHOD 1: JOB EVALUATION GUIDE
This point score guide has been developed
as a technique for providing members and employers of members
with an accurate, yet easy to use, system for evaluating
the level of responsibility of engineering, geological and
geophysical jobs. Usage will undoubtedly reveal useful improvements.
Used objectively, this guide provides a base whereby any
particular engineering, geological and geophysical job can
be classified and ranked relative to other engineering,
geological and geophysical positions. This same job evaluation
system can also be used to evaluate other professional and
near professional jobs, thus making comparisons with other
occupational groups more systematic and credible.
Job Rating Summary
To provide the most objective rating for the
job, the following procedure is recommended:
rate the job in accordance with the points allocated for
each factor: duties, education, experience, etc. on pages
3 to 9. Record points in the left hand column of the chart
on the following page.
compare the results with ratings assigned to the benchmark
jobs in the tables on pages 10
make any necessary adjustments and record the final points
in the right hand column of the chart.
determine your classification (A,B,C, etc.) using the chart
on page 17.
Figure 2 is provided as additional
information to be used for comparison.
Method 2: The Job Classification Guide
can be used to verify self-evaluation.
Caution in Self-Evaluation
In self-evaluation there will be a tendency
toward overrating on some factors, particularly duties,
as well as recommendations, decisions and commitments. Where
doubt exists, the next lower grade or half-grade lower in
line will usually prove to be the more accurate choice.
Benchmark Job Description
A job evaluation guide is difficult to use
without guidance from an experienced job analyst on how
to apply the guide. To assist you in determining your level
of responsibility, sample benchmark job descriptions have
been provided on pages 10 to 16.
The jobs range from the most junior, to that of a fairly
As your job will not match exactly,
the points you give your job will vary from the sample jobs
evaluated (both on the various factors and in total points).
JOB RATING FACTORS
A. DUTIES ... view
B. EDUCATION ... view
C. EXPERIENCE ... view
D. RECOMMENDATIONS, DECISIONS AND COMMITMENTS ... view
E. SUPERVISION RECEIVED ... view
F. LEADERSHIP AUTHORITY AND/OR SUPERVISION EXERCISED ...
G. SUPERVISION SCOPE ... view
H. PHYSICAL DEMANDS ... view
I. JOB ENVIRONMENT ... view
J. ABSENCE FROM BASE OF OPERATIONS ... view
K. ACCIDENT AND HEALTH HAZARDS ... view
SAMPLE BENCHMARK JOB DESCRIPTIONS
AND CORRESPONDING RATINGS ... view