Custom made systems of job evaluation

Abstract

Two innovations in job evaluation are proposed: First, jobs are relatively evaluated by factors that represent differentiating characteristics between them. Ready made systems of job evaluation seldom fit because their factors do not differentiate between jobs. Valid job evaluation systems must fit the jobs being evaluated. Second, systems of job evaluation can be validated by computing the statistical significance of the differences between the valuation of key jobs and the wage rates they carry. Key jobs are defined as those that already carry proper wage rates. When properly paid jobs are properly evaluated the evaluating system is then valid. (PsycInfo Database Record (c) 2025 APA, all rights reserved)