Transcription of AL EQUITY POINT METHOD OF JOB EVALUATION
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AL EQUITY POINT METHOD OF JOB EVALUATION
AL EQUITY bit By job will be bed into the bd not only hen all jobs committee, ind one for ment train- responsibil- i for opera- ical effort, mployment ~sibility for sponsibility s instead of L of the job's 2 job evalua- I the organi- Ise once it is the master :ates suggest understand. IS the assess- )b, they may d main criti- out the total there are no : of the wage lethod is rel- ?cause of the 11 not under- nay have lit- his happens, I. Finally, it is jter schedule .s inflation or POINT METHOD OF JOB EVALUATION -- 2 6 3 Bergmann, T. J., and Scarpello, V. G. (2001). POINT schedule to METHOD of job EVALUATION . In Compensation decision '. This is one making. New York, NY: Harcourt. f dollar^.^' POINT METHOD OF JOB EVALUATION In the POINT METHOD (also called POINT factor) of job EVALUATION , the organization identifies the compensable factors and breaks them down into degrees. The orga- nization must also weight the factors, determine the number of complexity levels or degrees for each factor, and assign points.
The orga- nization must also weight the factors, determine the number of complexity levels or degrees for each factor, and assign points. The result is that the evaluator as- signs a numeric score to a job for each factor based on how much of that factor ap- pears in the job. The job's total worth is then determined by adding up the nu-
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