Essentials for the Success of a Job Evaluation Programme

Compensable factors should represent all of the major aspects of job content. Compensable factors selected should

avoid excessive overlapping or duplication;
be definable and measurable;
be easily understood by employees and administrators;
not cause excessive installation or administrative cost: and
be selected with legal considerations in mind.
Operating managers should be convinced about the techniques and programme of job evaluation. They should also be trained in fixing and revising the wages based on job evaluation.
All the employees should be provided with complete information about job evaluation techniques and programme.
All groups and grades of employees should be covered by the job evaluation programme.
The programme of – and techniques selected for-job evaluation should be easy to understand by all the employees.
Trade unions acceptance and support to the programme should be obtained.
Experts have advanced certain guidelines for conducting the job evaluation programme in a systematic way:
Rate the job – not the person or employee on the job.
Strive to collect all the facts accurately.
Look especially for distinguishing features of jobs and for relationships to other jobs.
Study jobs independently and objectively, and then discusses views thoroughly and open-mindedly before reaching final decisions.
Job evaluation must be conducted systematically, based on factual and accurate information.
The results of job evaluation must be fair and rational and unbiased to the individuals being affected.