is job classification?
Job classification is a method
of organizing jobs and levels of responsibility in a particular order,
grouping together similar or comparable jobs according to the functions
to be performed and related skills, knowledge or experience required to
discharge these functions. It thus creates a hierarchy based on the level
of responsibility and tasks assigned and ensures consistency between the
actual duties and responsibilities of a post and the grade allocated.
There are two different approaches to the establishment of a salary hierarchy
in an organization.
It is tied to the principles of equal pay for work of equal value,
relative worth, significant differences and evaluation of the work
performed, not the competence or contributions of the individual.
It is based on personal qualifications, such as academic credentials
Organizations of the United
Nations common system opted for the "rank-in-job" approach mainly
because it is less open to subjectivity and discrimination and better
able to adjust to changing organizational demands.
principal objectives of job classification
To provide for the fair
and equitable remuneration of staff by applying standards reflecting
the internal values of the organizations, uniformly and consistently
over time; and
To provide for the establishment
of links between the objectives of the organization and the work performed
to reach those objectives - in other words, the relationship between
salaries paid and services rendered.
The evaluation methods presented
below are based on the "rank-in-job" approach.
Ranking: This is
the simplest method of classification, in which jobs are described
and ranked in order of difficulty, following which grades and levels
can be assigned to jobs. It is a non-quantitative method of listing
jobs according to the demands they are considered to make on those
who perform them.
Through this method. jobs are classified by comparing them with a
predetermined standard and are assigned levels which best correspond,
as a whole, to their duties and responsibilities. This predetermined
standard is basically a set of benchmarks against which whole jobs
are matched to arrive at a grade. It is also a non-quantitative method
of sorting posts of a single type into classes and grades which have
been determined and described.
Point factor rating:
A point rating plan is developed by selecting and defining factors,
by defining a number of degrees for each factor and by assigning point
values to each degree. Jobs are analysed in terms of the factors in
the classification plan and assigned a point value by reference to
the factor and degree definitions. The total number of points determines
the relative value of the job. This method is used for the evaluation
of work in the Professional and higher categories because of its capacity
to evaluate consistently and accurately, the heterogeneous jobs found
in the United Nations common system organizations. While it is more
costly to develop and operate than other systems, it is more difficult
to manipulate and biases become more readily apparent, thus, it is
ultimately more cost effective.
2006 United Nations Office of Human Resources Management - All rights