Job evaluation questionnaire template

Somewhat disagree. Don't agree or disagree. Somewhat agree. Strongly agree. Very inflexible. Somewhat inflexible. Somewhat flexible. Very flexible. Probably not. Definitely not. Racial discrimination. Sexual harassment. Age discrimination. Gender discrimination. Sexual orientation discrimination. No, none of the above have been observed or experienced.

Too many. Not enough. Neither agree nor disagree. How would you rate Company on each of the following? Very Good. Planning and organizing. Directing and coordinating. Interpersonal relationship. Related templates and questionnaires Exit Interview Survey Template 18 questions view template. Exit Interview Questions Survey Template 14 questions view template. Create online polls, distribute them using email and multiple other options and start analyzing poll results.

With this, it is important to take note that job evaluation is not used to measure the performance of an employee but rather to know how a particular job designation impacts the operations of a business.

Basic Job Evaluation Content There are specific details that are essential to be included in a job evaluation. Being able to put all of these items together in a single document can make your job evaluation become more effective, clear, and thorough. If you are in the midst of outlining the variables that you plan to present in a job evaluation, make sure to not forget the most important key points expected from the document.

Here are some of the information that are commonly found in a basic job evaluation: 1. The Responsibilities and Obligations Associated With the Job Do work with a team that can help you develop a multi-dimensional job evaluation. It is important for you to have the input of your employees and other stakeholders when listing all the responsibilities and obligations that are associated with the work position that you are evaluating.

Doing this can help you further understand the job as well as the importance of the role to your daily business operations. The Level of Interaction Between the Job And the Other Parts of the Business Present the linkages of the work position with all the other work designations available in your organizational structure.

In what way is a particular job aligned with the provision of the deliverable of another job? You have to be specific when defining and describing these relations and interactions so you can make sure that you are looking into factors that can make your job evaluation as fact-based as possible. What the job requires is also an important area that you have to deal with when making a job evaluation.

List down all the mental and physical abilities, educational milestones and requirements, and professional work experiences that are essential to be observed in an individual so he or she can be deemed to be a fit and qualified work candidate for the position. The Job Evaluation Methods, Measures, Strategies, and Result Presentation List all the evaluation sheets, employee questionnaires , and other tools that you have used to gather data. It is also essential for an evaluation report to be developed so you can identify trends, common observations, and other items that can help you become more particular when identifying the importance of a job to your business.

You have to know how to prioritize your current needs so you can develop a job evaluation based on your given purpose, targeted results, and desired evaluation result usage.

Even if there are different ways on how you can create a job evaluation form or any other types of related documents, there are certain information that should always be found in a standard job evaluation process and result documentation. Here are the most important key points that you must consider when making a job evaluation: The evaluation from experts and professionals: You need to get the observations, comments, insights, and recommendations of people who are fully-aware on how a job evaluation works.

It can help you a lot if you can validate your own findings with that coming from professionals. The description of the needs of your organization and its alignment with the requirements of specific work positions: A job evaluation should support the growth of your business. With this, it is only necessary for a job evaluation document to contain the purpose of the endeavor. It needs to give an idea of how the results of the job evaluation activities can contribute to the needs of the business especially when it comes to properly assessing specific work designations and how they can add value to the operations.

The identification of measures and incidents that can easily showcase the level of performance of your workforce members: When making a job evaluation, it is essential for you to know how you can differentiate the overall performance of your poor, average and exemplary performers from one another.

The observation of your existing employees on how they fit in their work designation: The assessment of the duties, obligations, and expected work deliverable for a particular work position is not solely the job of the human resource department nor the management.

You need to make sure that your employees are involved in the process so you can also get insights from entities who are doing the actual job that you would like to evaluate. If you can be mindful of the steps that you will take within the entirety of the procedure, it will be easier for you to come up with a great document output and to get effective results. Below is a six-step process that you can use as a reference if you want to develop a detailed job evaluation right now.

Step 4: Assess the Job After the job analysis , choosing the appropriate method of job evaluation and deciding the factors which are at the highest priority in your job evaluation now it is time to assess the jobs in terms of the factors decided by you.

This step becomes much easier if you have brilliantly executed step 3. Step 5: Ranking of the Job The ranking of the job is an important aspect. Decide which job ranks higher than other jobs in your company according to the above steps. You should make sure that the job with higher marks should be given a higher place than the job with the lower marks.

It will help you to analyze the strong and weak points of your employees and work upon them for better results. The template uses a mix of different content formats, right from blanks to tables, and running text. This template is available for download in all file formats and is editable. We recommend you make this template a key part of your job evaluation process. An unorganized and ill-mannered manager can be the reason for low output and an increasing number of resignations.

The tabular content format makes it very easy for you to pack more information without making the document hard to understand. This template is available in A4 and US Letter Sizes and is available for download in all file formats.

The use of tables and content blocks lends structure to the document and makes it easy to comprehend.