CHAPTER 9
A POINT-FACTOR METHOD OF JOB EVALUATION
This chapter provides the instructor and reader with a comprehensive analysis of the
implementation of a point-factor job evaluation method. Practically all books that offer information on
job evaluation provide descriptive information such as that provided in Chapter 8. Seldom if ever,
however, is the reader provided with a step-by-step discussion of what is occurring and how to perform
point-factor based evaluation of organizational jobs.
The reader is taken step by step through the evaluation process, using a job that is found in all
kinds of organizations—the Lead Programmer Analyst. The Factor Evaluation System (FES) is used to
evaluate this job. The reader is also provided with evaluations of other related jobs to show how factor
comparisons are made between jobs. The chapter ends with a brief discussion of “sore–thumbing.”
KEY CONCEPTS:
1. Role of the job evaluation committee.
SIGNIFICANT POINTS OF INTEREST
1. Employees at all levels with a wide variety of education and training can be taught the
2. Through evaluation of jobs within a particular organization, each organization develops its
3. It is impossible to accurately evaluate one job using a point-factor method without
4. Job evaluation training integrates the concepts and processes related to the job evaluation
method with an understanding of job content and specification requirements.
6. The FES can be used in a wide variety of organizations, but it is particularly useful in
organizations having many different kinds and levels of knowledge-based jobs.