Staff Compensation System: Job Evaluation Process

The staff compensation system job evaluation process is used to 1) establish a pay grade and job title level for new positions, 2) review the pay grade and job title level for existing positions where job content has changed, and 3) in limited circumstances, determine whether an in-grade promotional adjustment is warranted. In all of these instances, requests to have a position reviewed must be approved by the divisional vice-president and the Office of University Budgets and Financial Planning. The process to be followed by the supervisor or manager of the position to be reviewed is outlined below. 

  1. Contact your HR Business Partner to discuss plans for re-documenting an existing position or creating a new position. 
  2. Contact the Office of University Budgets to request a position authorization form. 
  3. Update the job content tool for the position, using the most recent version of the job content tool, which is available for download from Forms: Staff Compensation System. If the position is vacant, the job content tool should be completed by the supervisor or manager. For filled positions, the supervisor or manager should work with the employee to update the job content tool. 
  4. Complete the position authorization form and attach an up-to-date job content tool, organizational chart for your area and, optionally, a memo outlining any additional information you would like the job evaluation committee to consider. Route the position authorization form for signatures.
  5. Once the position authorization form with all required signatures arrives in Human Resources, you will receive an email verifying receipt. In addition, you will be asked to submit electronic versions of any missing items.   

  6. Upon receipt of the job content tool, updated organizational chart, and optional memo, Human Resources will refer the evaluation to our external compensation consulting partner to be market-priced. The consultants will review the position at the department's expense. Consultancy fees for review are currently $525 per job. 
  7.  In the event that our external compensation consultants do not have sufficient data to market-price the job, the department will not incur any costs and the review will be assigned to a Job Evaluation Committee.
  8. Vacant positions receive scheduling priority.
  9. Once the position has been reviewed, your Human Resources Business Partner will contact the manager or supervisor with the evaluation results and next steps. 

Please contact your HR Business Partner with questions about the job evaluation process or about the status of an existing evaluation request.