Frequently Asked Questions

Frequently Asked Questions

1. What is the purpose of job evaluation? 

The primary purpose of job evaluation is to establish a fair and equitable pay structure by assessing the relative value of different jobs. This helps ensure that employees are compensated appropriately based on their job responsibilities and requirements.

2. Will my performance be assessed during a job evaluation? 

No, job evaluations focus on the job itself, not the individual performing it. The evaluation assumes that the jobholder is fully competent, and it does not take personal performance into account.

3. How is a job evaluated? 

Jobs are evaluated based on various factors, including the skills required, responsibilities, working conditions, and the impact of the job on the organization. Structured forms may be used to map out duties and responsibilities.

 4. What methods are used for job evaluation? 

Common methods include the point factor method, job ranking, and job classification. Each method has its own approach to assessing job value, but they all aim to create a fair compensation system.

 5. Can I appeal the results of a job evaluation? 

Many organizations have a process in place for employees to appeal job evaluation results if they believe their job has been misclassified or undervalued. Indeed there is room to appeal.

 6. How often are job evaluations conducted? 

Job evaluations are typically conducted periodically, such as during major organizational changes, when new jobs are created, or when significant changes occur in existing jobs. However, the frequency can vary by organization.

 7. What should I do if I believe my job is undervalued? 

If you feel your job is undervalued, gather evidence of your job responsibilities and contributions. You can then discuss your concerns with your supervisor or HR department, who can guide you on the next steps.

8. Is the Job evaluation Exercise going to address salaries discrepancies?

Yes, the Job Evaluation Exercise is designed to address salary discrepancies within an organization. By comparing the responsibilities of each role, organizations can allocate wages more fairly, which helps to remedy pay discrepancies that may exist among employees [𝟏]. This process involves a systematic assessment of job roles, ensuring that compensation aligns with the responsibilities and requirements of each position.

9. Does Job evaluation result in expanding the hospital Staff Establishment since so many new departments and posts have been created?

Job evaluation can indeed lead to an expansion of the hospital staff establishment, especially when new departments and posts are created. This process involves assessing the value and requirements of various roles within the organization, which can highlight the need for additional positions to meet operational demands.

10. When completing a role clarification form, should I include some extra duties that I perform that are not listed in my job description?

Yes, you should definitely consider including extra duties that you perform that are not listed in your job description when completing a role clarification form. This practice can provide a more comprehensive view of your responsibilities and contributions to the organization.

11. Our job descriptions are outdated, is the Job Evaluation exercise going to result in new job descriptions

Yes, the Job Evaluation exercise is likely to result in the review and development of new job descriptions, especially if your current descriptions are outdated. The evaluation process typically involves assessing the responsibilities, qualifications, and expectations associated with each role, which can highlight the need for updated job descriptions that accurately reflect current duties.in the review and coming up of new Job Descriptions?

12. Why using Patterson rather than other methods?

Choosing the Patterson method over other job evaluation methods can offer several distinct advantages, particularly in terms of its structured approach and adaptability to various organizational contexts.

13. Is job evaluation going to abolish other jobs?

Job evaluation itself is not designed to abolish jobs; rather, it aims to assess and clarify the value of different roles within an organization. The primary goal is to ensure fair compensation and alignment of job responsibilities with organizational needs.

14. Are those under partners get involved in the process.

Yes, all jobs are being evaluated

15. How will Job Evaluation address issues to do with high workload?

Job evaluation can play a significant role in addressing issues related to high workload within an organization. By systematically assessing job roles and their associated responsibilities, job evaluation can help identify and mitigate workload challenges.

16. Will Job Evaluation address the working conditions of the employees?

 Job evaluation can indirectly address the working conditions of employees, although its primary focus is on assessing job roles and responsibilities. In summary, while job evaluation primarily focuses on assessing job roles, it can play a significant role in improving working conditions by identifying workload issues, clarifying responsibilities, and informing resource allocation decisions.