Common use of Evaluating Jobs Clause in Contracts

Evaluating Jobs. 7.1 Consistency and objectivity are essential attributes in evaluation. The following list represents the most common do’s and don’ts for evaluators. They should: • not make assumptions about the nature or scope of others’ jobs. This can lead to underestimation or overestimation of the value of different jobs. • ensure that any important job demands are not omitted. • ensure that there is no double counting of job demands. • be wary of the “halo effect”, that is an unconscious assumption that a job holder should score highly on all factors, because the job holder has scored well on the first factor(s). • be wary of the “reverse halo effect”, that is an unconscious assumption that a job holder should not score well on all factors, because the job holder has not scored well on the first factor(s). • be aware that jobs that are known to have high status will not necessarily score highly on all factors. Similarly jobs which have low status will not necessarily score poorly on all factors. • not allow prior knowledge about present pay or the status of job holders to influence rating decisions.

Evaluating Jobs. 7.1 Consistency and objectivity are essential attributes in evaluation. The following list represents the most common do’s and don’ts for evaluators. They should: •  not make assumptions about the nature or scope of others’ jobs. This can lead to underestimation or overestimation of the value of different jobs. •  ensure that any important job demands are not omitted. •  ensure that there is no double counting of job demands. •  be wary of the “halo effect”, that is an unconscious assumption that a job holder should score highly on all factors, because the job holder has scored well on the first factor(s). •  be wary of the “reverse halo effect”, that is an unconscious assumption that a job holder should not score well on all factors, because the job holder has not scored well on the first factor(s). •  be aware that jobs that are known to have high status will not necessarily score highly on all factors. Similarly jobs which have low status will not necessarily score poorly on all factors. •  not allow prior knowledge about present pay or the status of job holders to influence rating decisions.