Job Evaluation Guidelines - WHO

Job Evaluation Guidelines 2 All rights, including translation into other languages, reserved. No part of this publication may be reproduced in print, by photostatic means or in any other manner, or stored in a retrieval system, or transmitted in any form, or sold without the express written permission of the International Council of Nurses. Short excerpts (under 300 words) may be reproduced without authorisation, on condition that the source is indicated. Copyright 2010 by ICN - International Council of Nurses, 3, place Jean-Marteau, CH-1201 Geneva (Switzerland) ISBN: 978-92-95094-16-1 Printing: 3 Table of Contents Introduction 5 Definition and Importance of Job Evaluation 7 Steps in the Job Evaluation Process 8 Avoiding gender bias 9 Job Evaluation Methods 10 Ranking method 10 Classification method 11 Factor comparison method 12 Point-rating method 13 Definition of Remuneration Factors for nursing 16 Equal Remuneration and Job Evaluation 18 International Classification of nursing 19 Taxonomy for Job Evaluation 20 National Nurses Association Role in Job Evaluation 21 Conclusion 23 References 24 Appendices A

negotiation and more likely to accept what their employer or prospective employer offered. 5 When job evaluation systems are gender-biased and fail to capture or value the work of nurses and other women workers, this perpetuates existing wage inequities. It is important that the nursing profession, dominated by women, define the nature of its work

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