Develop point-factor job evaluation process

1. Develop point-factor job evaluation process (20%) a. Identify 5 – 8 factors that cover the most important aspects of jobs, but are not redundant or overlapping with each other. b. Define each factor, and define the top and bottom levels of each factor. c. Determine the points associated with each level. Use geometrics d. Determine realistic weights for all factors. 2. Evaluate three jobs using your point-factor process (20%) a. The three jobs should be at different levels of the organization (e.g., data entry clerk, entry-level trainer, mid-level manager). b. Obtain and/or develop a brief job description for each job. At a minimum, you should provide at least three major responsibilities for each job. c. Evaluations should be logical in the context of real work (e.g., Trainer should not receive more points on “People Responsibility” than the Head of Marketing). 3. Collect market data for the same three jobs (20%) a. Do NOT ask organizations for a salary structure or individuals about their own salary. This is generally confidential information and such inquiries may be viewed as naïve or insensitive. In addition, using another salary structure is not your work, and is likely to create problems for you (e.g., it will not match your regression results). b. Gather information from at least two sources for each job. c. Information may be obtained from web sites, job postings, newspaper ads, knowledgeable family and friends, etc. d. Document each source (e.g., my Father who managed this job two years ago), and the exact data provided by each source (e.g., average, general range, one employee’s specific salary). e. If necessary, convert this data to a common scale by, for instance, making adjustments for issues such as currency, taxes, housing provided, UAE National vs. expatriates, etc. Clearly label all data at all steps in the process (e.g., What currency? Is housing included?).