Job Analysis / Evaluation

a. Job Analysis is the systematic process of collecting relevant, work-related information as to the nature, scope and responsibilities of jobs. As a result of job analysis, you will gain a greater understanding of and be able to document the knowledge, skills and abilities, and other factors required to successfully perform a job. Job analysis is the foundation upon which job descriptions are written and defines job content. Job content describes essential functions and is a tool that will enable you to price jobs in the market and ensure improved compliance with various employment related laws.

b. Job Descriptions document and summarize the most important features of a job, including a description of the essential functions of the work that details the required knowledge, skills, abilities, responsibilities and reporting structure. The mental and physical requirements of the job are also included that typically are required to perform the essential functions of the job for American with Disability Act considerations. The job description should also indicate the exempt or non-exempt status of the job. Like the job analysis, job descriptions are important tools for your organization and serve a multitude of purposes beneficial to both you and your employees including job evaluation, selection, recruitment, HR Planning, training, safety, compensation and performance appraisal.

c. Job Evaluation is a systematic determination of the relative worth of jobs within the organization and is concerned with the value of a job to the organization. The job evaluation process determines the relative worth of each job by establishing a hierarchy of positions within an organization. Job evaluations are typically completed after the job analysis and job descriptions are complete. The job evaluation can be either a non-quantitative method such as job classification or a quantitative method such as a job point-factor process which utilizes compensable factors to include skill, responsibility, effort, working conditions and supervision of others to determine internal worth. Job evaluations are key for developing an internally consistent compensation system as a strategic tool for your organization.

d. HAFNER CONSULTANTS will assist your organization to solicit feedback from job incumbents to analyze jobs and create well documented job descriptions intended to comply with today's best practices. We can also determine the most appropriate method to conduct the job evaluation process and determine the relative internal worth of jobs for your organization.