CONTACT INFO
Board of Education
Human Resources
Barnes, Room 108
Memphis, TN 38112

Job Evaluation Process

  • A job evaluation is necessary for:
    • a new job or
    • a permanent significant change in the job duties and responsibilities of an existing job
  • Significant changes are when the primary focus of the job has shifted away from the original job description by more than 50%
  • A job evaluation can result in a HIGHER or a LOWER grade
  • It should NOT be used to provide a salary increase to an employee
  • Initial discussion should take place with the Department Head and the Office of Compensation
  • A signed Position Budget Request Form must verify funding approval BEFORE a job evaluation takes place
  • A Job Analysis Questionnaire (JAQ) requires signed endorsements before it is sent to Compensation:
    • Employee
    • Manager
    • Chief
  • Compensation Department performs the job evaluation to determine the grade and job title by:
    • Reviewing the JAQ and/or job description
    • Comparing job duties to existing SCS jobs for consistency within the grades
    • Evaluating the job utilizing the compensable factors (see above)
    • Once a job is profiled against the compensable factors, it is assigned to a grade
  • Final copy of the job description is submitted to the Supervisor and the Department Head for review and approval
  • Compensation will send a written copy of the evaluation results to the Department Head
  • Compensation department will send a notice to the Employee Enterprise Service Center if the job is reclassified.
  • If there is an incumbent in the position, the Supervisor will meet with the job holder and communicate the results of the evaluation

Factors that are considered in Job Evaluation:

  • ONLY the job duties and responsibilities are considered (NOT to the employee performing the job)
  • Defined set of compensable factors that are linked to pay including:
  • Education, experience and credentials (licenses & certifications)
  • Knowledge, skills, and abilities
  • Management or supervisory responsibility levels
  • Financial responsibility levels
  • Organizational impact
  • Decision making
  • Analytical reasoning and problem solving
  • Communication
  • Unusual working conditions

Factors that are NOT considered in Job Evaluation

Financial Need:

  • Is NOT considered because it is about the employee NOT the job.
  • Job evaluation only looks at the job NOT the employee.

Volume of Work:

  • More of the same duties do NOT qualify for a change in job grade because it does NOT change the qualifications like knowledge, skills and abilities required to do the job. For example, assignment of additional school locations increases the volume of work but does NOT change the qualifications needed for the tasks.

Length of service:

  • Being in a job for an extended period of time is NOT considered because it is about the employee NOT the job.
  • Job evaluation only looks at the job NOT the employee.
  • SCS greatly values employees with long service in their jobs.
  • This factor is taken into account when the employees is paid higher in the range than an employee with less length of service.

Dedication/Performance:

  • Is NOT considered because it is about the employee NOT the job.
  • Job evaluation only looks at the job NOT the employee.
  • SCS greatly values dedicated employees who prove them self to be competent, capable and loyal in the performance of their duties
  • This factor is taken into account in the performance evaluation process.

Relationship to Management:

  • Is NOT considered because it is about the employee NOT the job.
  • Job evaluation only looks at the job NOT the employee.
  • SCS greatly values a good working relationship between management and employee because it makes working conditions more enjoyable for both management and employees.
  • This factor is taken into account in the performance evaluation process.

Employee Retention:

  • Is NOT considered because it is about the employee NOT the job.
  • Job evaluation only looks at the job NOT the employee.