Job Evaluation, Organizational Structure and Job Design
At SFU, we utilize job evaluation systems to objectively determine the relative value of jobs within the University through a systematic study and detailed analysis of job duties, accountability and requirements.
Job evaluation is the foundation for understanding and organizing work by:
- Defining and assigning value of all components of work that make up a job.
- Comparing jobs relative to other jobs internally.
- Basing it on the overall job value and assigning the appropriate salary.
- Understanding how internal jobs compare with similar jobs externally.
Timelines:
- Job Evaluations for Posting: 15 - 30 days
- Job Evaluations for occupied re-evaluations: 30 - 90 days
Explore the Job Evaluation Systems for Each Employee Group Below!
KORN FERRY HAY METHOD
The Korn Ferry Hay Method is a gender neutral job evaluation system that has been used widely across North America and Europe for over 65 years.
SFU uses the Korn Ferry HAY Method to evaluate new and exisiting APSA, Excluded, and POLY PARTY positions.
HOW DOES IT WORK?
Hay is a point factor method which looks at the various component parts of a job, both separately and in combination.
Each job is evaluated based on four KEY factors:
• Know – How • Problem Solving
• Accountability • Working Conditions
Points for each factor are totaled together to determine the job’s value (size) which is then assigned the grade, which is then linked to the appropriate salary structure.
A job’s grade determines where it lands on the salary scale.
POINT FACTOR
The Weighted Job Questionnaire Custom (WJQ Custom), is a point factor job evaluation system used to determine the relative size of positions.
SFU uses the point factor system to evaluate new and existing positions in the CUPE, Local 3338 bargaining unit.
HOW DOES IT WORK?
The WJQ Custom system is divided into two parts: the completion of the job description (Part I) and the job questionnaire (Part II).
The job questionnaire, aligned with the job description, evaluates all CUPE positions based on four PRIMARY factors:
• Responsibilities • Effort
• Working Conditions • Skill and Knowledge
Each primary factor is made up of sub factors that collectively form the basis for determining overall job value. Job value is expressed in terms of a total point score.
A job's grade is determined by the total point score that falls within the range of a salary grade on the CUPE salary scale.
ORGANIZATIONAL DESIGN
Organizational design involves creating or aligning departmental structures, processes and roles in order to improve efficiency, effectiveness and achieve business objectives.
If you are considering changes to the organizational design or strucutre of your department/function such as creating a new team, introducing a new leadership role, or making substantial changes to responsibilities and/or reporting relationships, please reach out to your Strategic Business Partner for support in developing your business case and to arrange a preliminary consultation with a member of our Compensation team. This consultation is an opportunity for you to share the purpose, goals, and objectives of your re-organization, receive guidance and support in job design and to discuss the best structure to meet your goals!
Timeline: Variable depending on scope and complexity