The Job Evaluation process is used to set salary levels of all Scale 1 Professional Staff positions and Management positions.
This process requires that all the conditions outlined under the Professional Staff Appointment Policy are met prior to submission of Job Descriptions for evaluation.
Job Evaluation is a systematic method of assessing the relative sizes of jobs within an organisation by comparing a job or group of jobs with other jobs. Positions are measured in relation to each other, usually hierarchical and with related or comparable roles.
The assessment process uses a set of criteria to evaluate a position. The University uses the Strategic Pay Job Evaluation system.
The system applies ten criteria against which each position is measured to come up with an assessment. The outcome is then aligned against the University grades.
Job Evaluation is not an assessment of the incumbent, their performance or workload. It does not consider market rates of pay as part of the evaluation process.
All Professional (Scale 1) or Management positions including;
- New permanent or fixed-term positions
- Existing permanent or fixed term positions which have not been evaluated in the last 3 years, are now vacant and ready for recruitment / to be offered.
- positions arising from a Management of Change process.
It is important to maintain up-to-date descriptions and their evaluations because
- the JE process aligns and ranks roles with each other
- old JDs often don’t reflect organisational and changes to jobs, and old evaluations can lead to inequities or inconsistencies.
If you are unsure whether a position needs to be evaluated, check the last evaluated JD:
- Does it reflect the role and if so is it significantly different?
- Does it reflect the introduction of Shared Services and the other changes?
If in doubt, contact your Divisional HR support or use the contact details below. It is helpful to have the name of the previous incumbent if requesting a job description.
The Job Evaluation Committee's role is to use the job evaluation system to assess all Professional Staff positions. The Committee is made up of members from around the University. When considering appointees consideration is given to skills, experience, the work function/discipline, the size and mix of department, and attempt to spread coverage across the university. Recruitment is normally done through an expressions of interest e-mail. If you interested in joining the committee you can e-mail email@example.com and we will advise you the next time a vacancy becomes available.
If you are intending to recruit or offer a new fixed-term agreement, it is important to include the job evaluation process in your planning timeframe. The timeframe for evaluation varies depending on when the Job Evaluation Committee meets, however you should allow up to four weeks.
The Committee usually meets every two weeks (occasionally every three weeks) on a Wednesday. The agenda for the meeting closes on the previous Monday.
After the Committee meets, the outcomes are externally moderated to check for consistency before a decision is released. The final evaluation will normally be available in the week following the Committee meeting.
Please note: In some cases, the Committee may require further clarification or information, which can delay a decision. Therefore, it's very important to provide an up-to-date Job Description and the other required information.