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The members of the Job Evaluation Committee should have threeto five competent people who can provide the ideas and knowledgeneeded to evaluate the work fairly and accurately. These membersshould have human resources / compensation managers, managers andemployees.

The time to complete the assessment will vary depending on thenature of the job evaluation. The positions to be advertised willbe evaluated first. This includes new positions and new positionsthat are advertised to complete the job. The compensation team willcarry out an evaluation of these practices as soon aspossible.

Job appraisals for existing jobs hired by current employeescan take a long time, depending on the volume of the appraisalrequest and whether the compensation team has all the necessaryinformation about the job and organizational structure.

The HR manager will communicate the final results of themanager's job evaluation and, if appropriate, will discuss the nextsteps.

The reason more and more companies are using general jobdescriptions over narrow job descriptions is to eliminate the needto determine what one or more employees are doing by defining theworkload of a large number of employees. This gives managers moreflexibility in assigning jobs to specific employees or teams orstaff. It prevents employees from saying, "This is not in my jobdescription." It also gives supervisors the opportunity to assignspecial or temporary activities to their employees.

how can advertising jobs that will be evaluated? Who would you beadvertising to and what value do you anticipate from that?