Evaluate Job Descriptions

To effectively compose a job description, one must view it from the point of view of the job seeker. It must answer specific questions related to the performance of the job. But it has a unique quality in that it must have the power to both encourage qualified applicants and discourage those who lack the proper credentials.

Once a determination has been made of whether the position is exempt (salary) or non-exempt (hourly), jobs can be assigned a wage grade based on a number of determining factors including knowledge, training and experience, leadership skills, analytical and problem solving ability, and interpersonal and communication skills.

Job description evaluation may be necessary when a brand new job has been created or there have been significant and changes in an established position. 

In some instances departmental reorganization or other changes within the department may result in significant and sustained changes in a job’s level of responsibility.