Job Evaluation Process

The job evaluation process refers to all components of Case Western Reserve University's formal pay program. The process establishes the relative value of jobs throughout the university. There are two steps involved in this process:

  1. Job Analysis and Job Description: Using a "job description template," the content of each job is analyzed to identify key duties, responsibilities and qualifications necessary to perform the job. Written job descriptions are then prepared to contain this information. Learn how to write a job description.
  2. Job Evaluation: A computer-assisted job evaluation plan, measuring 17 dimensions of nonexempt work and 28 dimensions of exempt work, is used to evaluate the relative worth of staff positions. This evaluation process focuses on valuing the content of each position in terms of a series of well defined compensable factors.

Pay Factors

The staff employee's pay at Case Western Reserve results from several factors.

The factors for clerical, service, technical and administrative support positions include:

  • Knowledge: Minimum required level of specialized training, education and previous related work experience
  • Skill: The manual and physical skills required to perform the duties of the position
  • Work Complexity: The degree and amount of judgment, initiative and ingenuity involved in accomplishing work
  • Contact with Others: The extent to which the work entails dealing with others in the course of one's regular duties, including the frequency and nature of contact and the likely results of such contacts
  • Property Protection and Use: The extent to which the position is responsible for university property, including funds, vehicles and confidential information
  • Work Leadership: The responsibility for directing, instructing and training personnel and for planning, controlling and assigning work
  • Working Environment: The physical conditions encountered during a typical workday. Conditions such as heat, cold, dirt, fumes and hazards are considered
  • Student Relations: The responsibility for dealing with students, including the nature and frequency of contact

The factors for professional, administrative and managerial positions include responsibility for:

  • Programs, Projects or Operations: The level in the organization, scope of activities performed, parameters of authority, complexity or nature of responsibilities and the minimum credentials required to perform the job upon hire
  • Supervision: The number and variety of employees supervised
  • Employee Relations: Promoting and maintaining satisfactory human relations, morale and effectiveness or subordinates
  • External Contacts: Personally dealing with individuals or organizations outside the university
  • Internal Contacts: Personally dealing with individuals within the university, but outside the direct line of authority of the position, to coordinate activities and task accomplishment
  • Investigation or Fact Finding: Activities undertaken to identify facts and develop ideas, designs or processes

For more information on the job evaluation process, see information on Determining Salary.