At UTS the position description (PD) and job evaluation are used to inform decisions about:
- Measuring the relative job worth of positions within UTS.
- Describing the requirements of a position, not the person or their performance.
- Defining the content/work value, not the volume of work.
- Constructing a hierarchy of jobs
- Applying salary scales
Job evaluation is about the job and does not directly identify or provide:
- Market rates
- Comparisons with other organisations
- Individual performance outcomes or qualifications
These decisions involve other processes which are assessed separately.
When to review PDs
Managers, supervisors and staff should review PDs:
- as part of the Performance and Development process and work planning
- when advertising vacancies or contemplating change.
Staff may only apply once in any 12 month period to have their job evaluated.
An evaluation of a PD should occur when:
- A new position is established
- A job is to be advertised and the PD is not current
- The job has changed in a significant way
- The job has not been evaluated for a number of years
- Organisational change is planned.
PDs provide information that assists when:
- Determining relativities within UTS through evaluation
- Making decisions on remuneration
- Planning work and managing performance
- Developing selection criteria for recruitment
- Informing Applicants applying for jobs at UTS
Job evaluation methods
Support staff job descriptions are evaluated using the HEGGS classification descriptors. Trained evaluators assess the job and determine where a job fits into the UTS classification hierarchy.
The HEGGS descriptors can be found in the Support Staff Agreement (2010) Schedule 3.
The Hay Evaluation system is used for the Senior Staff Group positions.
Time frames for PD evaluation
Generally for jobs that are to be advertised, the evaluation will take place within five working days of receiving both the Profile/Change Advice and a PD written in the standard format, including an organisational chart.
PDs submitted for re-evaluation outside of a recruitment process will be reviewed within 8 weeks. Any reclassification resulting from an evaluation will take effect from the date of receipt of the position description by HRU.
When the evaluation outcome is not what was expected
The HR Partner will discuss reasons for the evaluation outcome with the supervisor or manager. If some information was not provided to the evaluators that may alter the outcome then the PD may be rewritten and submitted for further evaluation. A review of the outcome may also be undertaken. The HR Partner can also discuss other strategies that may impact on the salary outcomes.
Support Staff Agreement (2010) Clause 20 Position Classification and Evaluation