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EXERCISE 6
JOB EVALUATION USING THE FES
Exercises 6 and 7 are among the more interesting exercises of the Exercise Book. While
Exercises 4 and 5 may have been a real chore, students have fun with these exercises. The important
points to make here are that students clearly understand (1) how to use a point-factor evaluation plan, (2)
how to be a productive member of a job evaluation committee, and (3) how to do “bracketing” to quickly
identify the limits of the factor degrees/levels for the job under study.
1. Whole job ranking
2. Market pricing
The objectives of Exercises 6 and 7 are to:
1. Introduce students to point-factor as well as market pricing job evaluation methods.
2. Give students the opportunity to evaluate at least one job.
Teaching Hints
Here is a step-by-step process that you may find useful:
1. Assign students to groups of three to seven members. (Five is possibly an ideal size.)
3. Ask each member of the group to independently evaluate Nancy Horn’s job.
4. Student groups should then reconvene to assign a group rating to each factor. One
suggested approach is for the group to allow the leadership role to rotate among the various members of
the group. The first leader states why he or she selected a specific level/degree. Each other member then
5. After each group has finished evaluating Nancy Horn’s job, each group should explain
their scores and reasoning to the other groups.
The author’s evaluation of Nancy Horn’s job using the FES is provided at the end of this exercise,
FACTOR EVALUATION SYSTEM
POSITION EVALUATION STATEMENT
TITLE: Office Secretary
DEPARTMENT: Information Systems Department
EVALUATION FACTORS
FACTOR
LEVEL
POINTS
ASSIGNED
COMMENTS
1. Knowledge Required by
the Position
4 –
550
Could be a level 3 but I think it
is too light. (350 points)
2. Supervisory Controls
3 =
275
3. Guidelines
2 =
125
4. Complexity
3 –
150
5. Scope and Effect
7. Purpose of Contacts
8. Physical Demands
9. Work Environment
– weak, possibly the next lower level
= solid rating
+ possibly the next higher level
159
Comments on Nancy Horn’s Job Requirements
Knowledge Required:
Nancy must have thorough knowledge of department operating practices and procedures because
her boss and her department are deeply involved with almost all other units at OEM. She must
have at a minimum an understanding of what other units do and their policies and practices. In
the absence of her boss, she must resolve problems that are within her domain and can keep all
units operating in a satisfactory manner. If she needs assistance, she must know whom to contact
and what her limits are in resolving problems or issues.
Supervisory Control:
Nancy operates independently. She and her boss discuss and define objectives, priorities, and
Guidelines:
Guidelines are established by standard practices, including rules of grammar, operating
requirements, and organization and department work rules. Nancy may have to choose between
Complexity:
Work includes wide variety of assignments ranging from activities that require her to assume
Scope and Effect:
Work frequently requires performance of a set of specific procedures which are part of a larger or
Contacts:
Principally interacts with employees in own department; as receptionist for supervisor, must
Purpose of Contacts:
Contacts are primarily for the purpose of planning and operating with a focus on the resolution of
a problem.
Physical Demands:
Work Environment:
Work is performed in an air-conditioned office with adequate light and a minimum of unusual or
debilitating sounds.
Comments on Factor Evaluation System—Position Evaluation Statement
Factor
2. Solid 3—Supervisor defines objectives and assists in setting priorities; incumbent plans and
performs work assignment within office of limited size and scope.
4. Work does include duties involving different and unrelated processes, including preparation of
one of a kind reports; also arranges for conferences.
6. Most contacts with members of organization, some outside department within relatively well-
structured setting.
8. Work is sedentary.