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Frequently Asked Questions 4. Job Evaluation 4.1 What is Job Evaluation? Job Evaluation is a systematic process of determining the value of a specific position. 4.2 Why is it so important? It is important as the result of the job evaluation determines a position level and corresponding salary scale. 4.3 Who is responsible for Job Evaluation? The job evaluation process was undertaken by a 15 member Job Description and Job Evaluation (JD &E) Committee constituted by RCSC. This Committee comprising senior officials were selected based on the wide range of roles and experiences acquired by them to ensure objectivity of the PCS. They were fully trained in the job evaluation system. The results of the JD & E Committee was reviewed and approved by the Royal Civil Service Commission 4.4 How is Job Evaluation done ? Firstly, the Committee ensured that the generic job description for the position was complete and accurate in the prescribed format and approved as the official generic description of the position. The Committee then reviewed the approved job description in order to assess the position against each of the seven job evaluation factors. 4.5 Which method is used to evaluate the position? The Committee used the Factor Evaluation System (FES) to analyse all positions according to seven key factors. These factors are considered to be the main basis to determine value of a position. 4.6 What are the seven factors used in Job Evaluation? The seven key factors used are:
The Evaluation result has been compiled in a matrix form known as Position Directory (PD). PD in CD rom has been distributed to all Agencies in October 2005. The updated PD will be distributed to all Agencies from time to time as and when the changes are incorporated. As such, civil servants have access to PD from their respective Agencies. 4.8 Is the PD important and why? The PD is important as it contains all position titles of the civil service and their corresponding position levels, position codes, minimum qualification and experience, Sub Groups and Major Occupational Groups . Therefore, the PD would serve as a useful guide for purposes of all HR interventions for management including the recruitment, promotion, transfer, training and other required information. 4.9 What if it is found that a particular job evaluation result is incorrect? The authority concerned in the Ministries/Agencies should refer the matter to the Secretariat of the RCSC for onward submission to the Appeal and Review Committee (ARC) for further review and decision. 4.10 How many members are there in the ARC and are there members from the Sectors outside the RCSC Secretariat and why? There are 7 members in the ARC comprising senior officials which includes three senior members from the sectors outside the RCSC. The members are included from the Sectors outside the RCSC so that the decision of the Committee is balanced, transparent and objective based. |
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