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Job Evaluation

The Job Evaluation process is in place to set salary levels of all Scale 1 Professional Staff positions based on what is expected of the role. The Job Evaluation system used by the University is based on the Price Waterhouse system.

What is Job Evaluation?

Job Evaluation determines the level of a position based on the requirements of the position, not the staff member's skills within the position. The University Remuneration Policy outlines where in the level a staff member should be placed when appointed.

The annual Performance & Development Review (PDR) process allows for movement within a level subject to satisfactory performance. 

Job Evaluation criteria

Ten criteria are used to assess the level of a position:
o Education
o Experience
o Complexity
o Scope of work
o Problem solving
o Freedom to act
o Impact/results of discretionary decisions
o Interpersonal skills
o Authorities
o People management

Download the Job Evaluation Criteria document for more detail

The Job Evaluation Committee

The Job Evaluation Committee is in place to fairly assess all Professional Staff positions. The Committee is made up of members from around the University. The role of the committee is to gain an understanding of positions and evaluate them in an impartial manner.

Timeframes for Job Evaluation requests

The Committee usually meets every two weeks (occasionally every three weeks) on a Wednesday. The agenda for the meeting closes on the previous Monday. You can speed up the Job Evaluation process by ensuring you provide all the correct documentation at the time of application.

The Department will normally be informed of the provisional evaluation and of the date of the meeting at which the Job Description will be considered. The final evaluation will be advised within two days of the meeting.

Download the Job Evaluation Committee meeting dates/agenda closing dates

Please note: In some cases, the Committee may require further clarification or information, which can extend the process. Therefore, it's very important to provide a Job Description that fully explains the nature of the supervision and budgetary responsibilities, extent of contact within and outside the University etc.

Who to contact for Job Evaluation enquiries

Job Evaluation Committee Secretary

Sharon Pine
HR Adviser, Promotions & Remuneration
Email: job.evaluation@otago.ac.nz
Phone: 03 479 8887

Job Evaluation Committee Chair

Dan Wilson
HR Manager, Promotions & Remuneration
Email: dan.wilson@otago.ac.nz
Phone: 03 479 8092