Job Evaluation Exercise

The purpose of this exercise is to learn more about job evaluation by actually doing an evaluation of
a set of jobs for a company we will call Specialized Racing Products. You will conduct the job
evaluation as a team. You will have an opportunity to collaborate/brainstorm and engage in a
productive dialogue with one another to counter differences in assumptions and approaches.

There are various issues involved in conducting a job evaluation; as we discussed in class there is
no "one best method." Rather, your task is to determine how YOU think the job evaluation should
be done, using your collective professional judgment. Your work is essentially to act as Job
Evaluation Committee. Your first task is to develop a job evaluation system using the point method
(following the steps described in class and outlined in your handout: choosing and weighting
compensable factors, defining factor degrees and points, and then evaluating the jobs that are
attached). To make it easier to compare the various teams’ approaches, the point system should
have a theoretical maximum of 1000 points.

Each team will present the results of its work in class (about a 5 to10 minute presentation). The
first--and in many ways the most important--part of your presentation should be a description of
HOW you went about your work and WHY you thought your approach made sense. Then you can
describe your results, followed by what you learned from the exercise. I will be looking for a clear,
understandable, and professional presentation. Since there will be a lot of detail, PowerPoint may
be useful (but is not required). Be sure to develop and show a complete set of guidelines and
worksheets, as well as your final ratings. Only one summary per team needs to be turned in to
me on 21 October, 2020.

Page 1 of 20
Grading Rubrics: 30 marks
Rubric Excellent
Knowledge (50%) Demonstrated complete
knowledge of concepts;
showed a thorough and
excellent understanding in
interpretation of the content
from learning materials
Critical thinking - The claim, evidence and
Evaluate, analyze, reasoning were fully
synthesize, form consistent with accepted
arguments (30%) practices
Written Well organized. Clear
Presentation articulate writing. No errors
(10%) in grammar or spelling that
distract the reader from the
content
The speaker provides a
Oral Presentation
variety of types of content
– (10%) Content
appropriate for the task,
& Speaking skills
such as generalizations,
details, examples and
various forms of evidence.
The speaker adapts the
content in a specific way to
the listener and situation.
Uses a clear voice and
speaks at a good pace so
audience members can hear
presentation. Does not read
off slides. No filler words
Proficient Average Poor
Reflected most of the Showed partial Showed minimal
knowledge or main knowledge of some knowledge of concepts;
points of concepts; points of the concepts; showed a poor
showed a good showed a basic understanding in
understanding in understanding in interpretation from
interpretation of the interpretation from learning materials
content from learning learning materials
materials
The claim, evidence The claim, evidence The claim, evidence
and reasoning were and reasoning were and reasoning were not
partially consistent minimally consistent consistent with
with accepted practices with accepted practices accepted practices
Minor edits needed in Major edits needed in Highly disorganized.
organization. 1-3 errors organization. 4 Many grammatical and
in grammar or spelling -6errors in grammar or spelling errors
that distracts the reader spelling that distracts
from the content the reader from the
content
The speaker focuses The speaker includes The speaker says
primarily on relevant some irrelevant practically nothing.
content. The speaker content. The speaker The speaker focuses
sticks to the topic. The wanders off the topic. primarily on irrelevant
speaker adapts the The speaker uses content. The speaker
content in a general words and concepts appears to ignore the
way to the listener and which are inappropriate listener and the
the situation. for the knowledge and situation.
experiences of the
listener (e.g., slang, Presenter mumbles
Presenter’s voice is jargon, technical talks very fast, and
clear. The pace is a language). speaks too quietly for a
little slow or fast at majority of students to
times. Most audience Presenter’s voice is hear and understand
members can hear low. The pace is much
presentation. too rapid/slow.
Audience members
have difficulty hearing
presentation.
Page 2 of 20
 Specialized Racing Products

Background

Specialized Racing Products (SRP) is a relatively small operation in Englewood, Colorado

dedicated to providing the highest quality specialty products to sprint car racing teams throughout
the US (as well as internationally via mail and internet orders). SRP is a subsidiary of a larger
manufacturing organization, which we will call MegaCorp. It was created by a group of employees
who were themselves race enthusiasts or former racers/crews who saw a need that they could fulfill.
SRP’s mission is to provide specialized suspension and brake system components that are purpose-
built for sprint car racing, are of higher quality than those available from larger manufacturers, and
are nonetheless price competitive. (Note, however, that in the world of auto racing, nothing is
“cheap”!)

SRP provides itself on understanding racers’ evolving needs and being able to provide customized
solutions with a faster turnaround than their larger, more bureaucratic competitors. Their workforce
consists of three skilled machinists who use sophisticated computer-based CNC milling machines
to produce a fairly small volume of components; two drafters to develop plans and specifications for
the parts; two external sales reps who mostly sell directly to race teams; two internal sales reps who
process orders from the external sales reps as well as orders that come directly from customers; a
secretary who runs the office; and a General Manager who oversees the whole operation and reports
to MegaCorp.

Personnel practices have historically been pretty informal around SRP, but there is now increasing
pressure from the home office to tighten up practices relating to compensation. This is partly in
response to some complaints from employees who felt unfairly treated (leading to turnover in what
had been a very tightly knit workforce), and partly in response to the growth that had led MegaCorp
to develop a more sophisticated approach to HR.

Each of your teams represents a consultant team charged with developing an internally consistent
compensation system that will be perceived as fair and that will help position SRP to meet its
strategic goals. (Apparently an unusually large consulting budget was developed this year!) The
existing job descriptions appear in the pages that follow. However, since they were developed on
an ad hoc basis over a period of time, you are welcome to consult the web or other sources for more
information about the jobs if you find that useful.

Page 3 of 20
 Job Description

Title: General Manager

General Summary:

The General Manager is responsible for all phases of the SRP operation. This includes financial
oversight, approval of product development direction, supervisory responsibility for all employees,
and supervision of day-to-day operations. Reports to Vice President of Operations at MegaCorp.

Principal Duties and Responsibilities:

 Oversees setup of production area
 Sets work and production schedules and monitors productivity of all operations
 Review and analyze daily production results and determines efficiency and quality ratings
 Responsible for maintaining a safe and efficient work environment
 Reviews and approves any changes to product line
 Reviews and approves requisition requests for items over $250
 Primary liaison with vendors, also coordinates with customers as needed
 Handles questions, conflicts or other problems
 Responsible for all personnel decisions (hiring, performance reviews, firing)
 Provides or coordinates on-the-job training, as appropriate
 Supports and assists machine operators in maintenance and repair requirements

Knowledge, Skills and Abilities Required:

 Strong technical background in manufacturing and auto racing technology

 Strong project management skills
 At least 5 years of managerial experience
 Ability to coordinate sales and production team members
 Good financial accounting skills
 Ability to problem solve

Education and Training Requirements

 Bachelor’s degree in Business required, MBA preferred.

 3 years prior managerial experience

Working Conditions

Normal office environment (normal temperature, humidity and noise) for 50-60% of work time.
25-30% of time spent in shop environment working with machine operators, with remaining time
working with customers or management at MegaCorp. Typically 2 – 3 days travel/month required.

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 Job Description

Title: Drafter

General Summary:

Prepares product engineering drawings of easily visualized parts or equipment from sketches or
marked-up prints. Work requires use of most conventional drafting procedures, including some
Computer-Aided Design (CAD) technology. Works closely with sales representatives and
customers for input into product design, and with machine operators for development of final
product design.

Principal Duties and Responsibilities:

 Prepares product engineering designs of braking and suspension components from sketches,
marked up prints, or existing prototypes. Selects appropriate templates and other equipment
needed to complete assignments.
 Uses both manual (tracing, technical drawing) and CAD workstation equipment to prepare
detailed drawings describing arrangements, dimensions and tolerances.
 Assembles and writes parts lists
 Operates copying, digital printing, and digital plotters to produce drawings and technical
specifications
 Use mathematical formulas to check dimensions, tolerances and the like.
 Requisitions and maintains an adequate supply of materials needed to complete work.
 Operates with high degree of discretion and responsibility

Knowledge, Skills and Abilities Required:

 Ability to read, comprehend and follow complicated verbal and written instructions
 Ability to perform basic arithmetic, geometric and algebraic calculations
 Basic skill in using CAD programs on high-end workstation (details can be learned on the job)
 Knowledge of most conventional drafting techniques, including the proper use of
engineering/drafting terminology, symbols, legends and shading—normally acquired in 6
months of basic technical training and/or in high school
 Ability to meet deadlines, concentrate, and pay attention to detail for 75% of work time.
 Standing and walking required for less than 10% of work time.
 Familiarity with and interest in auto racing desirable

Education and Training Requirements

 High school/GED required; BS in technical area desirable

 Advanced training in technical/drafting or 3 years experience

Working Conditions

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Normal drafting room environment (normal temperature, humidity and noise) for 85% of work
time. Remaining 15% time spent in shop environment working with machine operators. Mostly
sedentary work with fixed and predictable hours.
Job Description

Title: Field Sales Representative

General Summary:

Maintains and expands existing accounts by working closely with customers to provide quality
customer service and product information. Creates new accounts through contact at racing events
and recommendations by current customers. Works closely with customers to understand evolving
needs and with drafters/machine operators to develop products (and enhancements) to meet those
needs.

Principal Duties and Responsibilities:

 Maintain and expand existing accounts through continuous follow-ups and interaction
 Cultivate new accounts by soliciting referrals from current customers and by meeting potential
new customers at races and other events.
 Confirms eligibility and creditworthiness of new and existing accounts
 Provides field support of products to customers.
 Troubleshoots any problems with equipment specifications, delivery, or functionality by
working as liaison between customers and Internal Sales Representatives
 Seeks ideas and suggestions for new product enhancements by working closely with customers
and by monitoring competitors
 Maintains own knowledge of products, sales techniques and market trends

Knowledge, Skills and Abilities Required:

 Basic technical understanding of racing products/technology

 Ability to clearly communicate technical information to and from buyers and product designers
 Ability to relate to race drivers and crew chiefs
 Excellent customer service skills
 Strong sales orientation—skill in meeting people, making effective sales presentations, closing
the sale, and providing effective follow-up
 Strong work ethic and sense of integrity
 Ability to work independently and stay goal-oriented

Education and Training Requirements

 High school diploma/GED required; college degree (preferably in Business) desirable

 At least two years technical sales experience
 Sales training desirable

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Working Conditions

Extensive time traveling (3 weeks/month) to races, product shows, race teams. Much of the time
spent with customers may be in noisy, hot, sometimes dangerous work environments.

Page 7 of 20
 Job Description

Title: Inside Sales Representative

General Summary:

Handles incoming calls from Field Sales Reps and customers requesting products, information, and
other assistance. Responsible for resolving any issues or problems involving orders. Maintains
inventory control system, and packages orders for shipment to customers.

Principal Duties and Responsibilities:

 Receives incoming orders from Field Sales reps, using phone or email.
 Receives orders from customers by phone, internet or mail order.
 Maintains inventory database by entering items produced, orders and returns, using PC-based
inventory control system
 Pulls order items, packages items, and arranges shipping (via UPS or other common carrier)
 Troubleshoots any problems with ordering or shipping, as requested by customers or Field Sales
Representatives
 Maintains electronic database of customers.
 Creates weekly and monthly sales and inventory reports using inventory control software

Knowledge, Skills and Abilities Required:

 Strong verbal communication skills

 Attention to detail
 Excellent customer service skills
 Ability to learn how to use PC-based inventory database software
 Ability to work effectively in a team environment of customers, Field Sales reps, and
manufacturing personnel
 Strong work ethic and sense of integrity
 Ability to lift and carry products up to 40 pounds in weight

Education and Training Requirements

 High school diploma/GED

 Prior sales experience or training desirable
 Approximately 3 months of on-the-job training in use of inventory control and customer
database software

Working Conditions

Time split between working in office environment (taking orders and maintaining database) and
shop environment (inventorying stock, packaging orders). Overtime may be required during peak
business periods and to meet rush requirements.

Page 8 of 20
 Job Description

Title: Secretary

General Summary:

Following prescribed procedures, performs filing, bookkeeping and other general secretarial duties
requiring the limited exercise of initiative and judgment. Provides support primarily for General
Manager, with backup support for internal sales representatives.

Principal Duties and Responsibilities:

 Produces letters, reports, tables, and the like from transcription or rough drafts, making changes
in grammar, spelling and punctuation as needed
 Maintains bookkeeping and financial records (more detailed accounting functions are provided
by MegaCorp staff)
 Maintains basic personnel records (details are handled by corporate HR)
 Receives general telephone calls and transfers to appropriate persons. Provides backup
coverage of incoming sales lines when internal sales reps are busy.
 Relieves General Manager of designated administrative details where errors are not likely to
cause significant costs.
 Maintains General Manager’s calendar, making appointments as directed. Arranges GM travel
schedules as necessary.
 Opens and distributes mail. Performs related routine clerical duties as required.

Knowledge, Skills and Abilities Required:

 Ability to read and write sufficient to type, edit and proofread business correspondence and
prepare reports.
 Ability to accurately and efficiently type reports and correspondence
 Basic proficiency with Microsoft Word and Excel
 Ability to learn and communicate company policies to other employees
 Sufficient analytical abilities to handle routine, administrative tasks. Occasional need to
problem-solve reasonably well-structured problems.
 Interpersonal skills sufficient to deal effectively and courteously with a diverse group of internal
and external contacts.

Education and Training Requirements

 High school diploma/GED

 Approximately 6 months on-the-job training to learn company policies and procedures
 One year prior secretarial experience; three years experience preferred

Working Conditions

Page 9 of 20
Office environment, with few extremes of temperature, humidity or noise. Mostly sedentary work
with fixed and predictable hours.
Job Description

Title: CNC Machinist/Operator

General Summary:

Responsible for the efficient operation of one or more assigned CNC machine tools to produce
component parts in accordance to customer drawings, internal sketches, or other specifications
provided by drafter.

Principal Duties and Responsibilities:

 Responsible for scheduling of appropriate jobs in order to meet production goals

 Using product engineering drawings and specifications, programs, sets up, and operates CNC
equipment to produce high-precision suspension and brake components.
 Performs follow-up operations, such as deburring, polishing, grinding, threading.
 Performs and documents in-process QA inspections
 Performs regular maintenance. As necessary and able, performs repair on equipment.
 Works closely with drafter to ensure that product design meets technical and customer
standards.
 Works with Internal Sales reps to maintain product inventory control system.
 Requisitions and maintains an adequate supply of materials needed to complete work.

Knowledge, Skills and Abilities Required:

 Ability to read, comprehend and follow complicated verbal and written instructions
 Ability to perform basic arithmetic, geometric and algebraic calculations
 Proficiency in CNC machine programming
 Skill in use of conventional measuring tools and techniques, to assure compliance with technical
specifications.
 Working knowledge of all basic machine shop tools and equipment
 Ability to meet deadlines, concentrate, and pay attention to detail for 75% of work time.
 Strong safety orientation.
 Standing and walking required for 90% of work time. Ability to lift, carry and hold up to 50
pounds.
 Familiarity with and interest in auto racing desirable

Education and Training Requirements

 High school/GED and 3 years experience, or advanced CNC training and 2 years experience, or
Bachelor's degree in Tool Manufacturing and one year experience.

Working Conditions

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Machine shop working environment, with high noise levels and some variability in temperature and
humidity. Dust, grease and metal shavings common. Significant safety risks from equipment and
environment require constant vigilance and care. Overtime may be required during peak business
periods and to meet rush requirements.
EXERCISE: JOB EVALUATION AT SRP
PROFILE FORM
JOB NAME: LEVELS

CRITICAL FACTORS MINIMUM LOW MODERATE HIGH

I II III IV

1. RESPONSIBILITY

a. Use of company 20 40 60 80
resources
b. Assisting trainees 5 20 35 50

c. Service quality 20 40 60 80

d. Safety employees/guests 25 50 75 100

2. SKILL

a. Education/training 25 50 75 100

b. Experience 45 90 135 180

3. EFFORT

a. Mental (e.g. judgement) 35 70 105 150

b. Physical (e.g. dexterity) 25 50 75 100

4. WORK ENVIRONMENT

a. Unpleasant conditions 20 40 60 80

b. Hazards 20 40 60 80

Total points 1000

Profiled by: _______________________ Date:

Agreed: __________________ Date:

Page 11 of 20
SAMPLE FACTOR LEVEL DEFINITIONS
As an illustration, a set of factor levels with brief definitions for each of the following job factors are set out
in this Appendix for your easy reference. You can choose job factors that are relevant for job evaluation in
your organization; adjust details and add or delete levels as appropriate to suit your own requirements:

Job Factors:
1. Authority
2. Challenges
3. Company Image
4. Complexity of Work
5. Compliance with Standards
6. Contribution to Corporate/Unit Goals
7. Contribution to Product Delivery
8. Control of Financial Resources
9. Creative Thinking
10. Customer Services
11. Decision-making
12. Education
13. Impact on End Results
14. Leadership/Team Membership
15. Management of Human Resources
16. Planning & Organizing
17. Problem-solving
18. Process Management
19. Professional Qualification
20. Revenue Contribution
21. Safety & Security
22. Scope of Activities
23. Work Experience
24. Working Conditions
25. Working Relationships

Page 12 of 20
1. Authority
The freedom to take action in work and authority for approving financial and business commitments.
Level Definition
1 Work to instructions or standards set.
2 Authority within assigned limits for a small work unit.
3 Authority within assigned limits for a functional unit.
4 Authority within assigned limits across functional units.
5 Authority for significant financial and corporate commitments.

2. Challenges
Opportunities and threats, requirement to take calculated risks, need to adapt to constant changing
environment etc.
Level Definition
1 Stable environment with minimal change.
2 Changes are tackled with guidance from superiors.
3 Creative thinking and adaptability are essential requirements for nature of work.
4 Leading role to identify opportunities and threats and manage change within own area.
5 Pioneering role for business growth and accountability to deliver end results under uncontrollable
external environment.
3. Company Image
Need to deal directly with the public or key stakeholders and to project a positive and professional image.
Level Definition
1Minimal contact with external parties of an insignificant nature.
2 Positions projecting first impression of organization through own work process.
3 Involvement in the development and execution of public relations programs or products/services
promotions.
4 represent Company as a spokesperson in specific areas of the business.
5 Provide direction on goals, strategies and plans for corporate communication.

4. Complexity of Work
Control over work standards, availability of guidance and support, degree of difficulties and obstacles
encountered to deliver output etc.

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Level Definition
1Routine work processes with little training required. Operation of simple equipment. Work to
instructions.
2 Work according to standards and procedures with some training required. Operation of special
equipment under close supervision.
3 Work within specific scope of a function with general guidance. May involve supervising work of
others. Require special training or proficiency in specific work area.
4 Work requiring understanding of concepts, theories, principles and practices to lead in the
achievement of business goals.
5 Define goals & strategies & direct activities with broad exposure or complex practices in technical,
professional or business aspects.

5. Compliance with Standards

Work in accordance with legal requirements, business ethics, corporate governance, professional standards,
operational standards, performance pledge and a high degree of accuracy etc.
Level Definition
1 Adherence to internal policies and procedures. Work to achieve or surpass performance pledge.
2 Work must be performed with high standards of accuracy for the purpose of safety and security,
cost implications and overall efficiency. The consequence of errors is critical.
3 Compliance with ethical, legal and professional standards has significant impact on work.
4 Role to set standards for compliance and ensure corporate governance.

6. Contribution to Corporate/Unit Goals

Nature and degree of involvement in establishing and delivering long-term and short-term business goals.
Level Definition
1 Work in a supporting role without direct accountability for business goals.
2 Clearly defined individual goals contributing to short-term goals of work unit.
3 Accountable for achievement of part of unit goals through controlling the work of a sub-unit.
4 Participate in the development of unit short-term and long-term goals by contributing information
and pro posing initiatives for consideration by seniors.
5 Accountable for unit short-term and long-term goals and provide direction to unit for achievement
of goals.
6 Participate in the development of corporate short-term and long-term goals and provide strategic
direction to units.

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7. Contribution to Product Delivery
Nature and degree of involvement in production and product/service support.
Level Definition
1 Provide supporting services for product delivery.
2 Directly engaged in frontline production process, provision of technical support or sales related
services directly to customers.
3 Involvement and execution of product research and development, product marketing or sales plans.
4 Accountable for product research and development, product marketing or sales strategies.

8. Control of Financial Resources

Control of budgets, custody of corporate assets, involvement in funding and investment activities etc.
Level Definition
1 No direct involvement in the control of financial resources apart from prudent usage of company
resources.
2 Accountable for the processing and maintenance of financial records to facilitate financial control.
3 Execution of financial control measures, accounting procedures, cash flow management etc.
4 Accountable for budget preparation and control of expenses for own unit.
5 Engaged in one or more activities such as custodian of corporate assets, management of funding
activities, development of accounting policies, assessment of financial viability of investments etc.
6 Overall control of corporate or unit financial resources of significant amounts (to be defined by
individual organizations).

9. Creative Thinking
The need to generate innovative ideas and solutions and to find new ways of doing things.
Level Definition
1 Work must strictly adhere to standards and procedures.
2 Work allows new approach and innovative solutions.
3 Work involves development of new initiatives to enhance efficiency or to achieve business goals.
4 Nature of work constantly demands generation of original ideas and innovative solutions to
problems such as the function of research and development. Need to turn abstract ideas into reality.
5 Need to see the big picture and to steer development and growth.

10. Customer Services

Involvement in understanding customer needs, meeting customer expectations, providing information to
customers and serving customers in a professional manner. Customers may be external or internal.

Page 15 of 20
 Level Definition
1 Contact with customers requires basic courtesy, provision of accurate information and assistance of
a simple nature, either personally or over the phone.
2 Work involves direct contact with customers, which requires active listening to understand
customer needs and delivery of services in an efficient and timely manner.
3 Work mainly dealing with customer complaints with need to act professionally and resolve
problems as much as possible without referring the matter to other staff members.
4 Need to develop relationships with customers, gather comments and propose measures to enhance
services in order to provide personalized services and proactive solutions.

11. Decision-making
The extent of independent judgment required.
Level Definition
1 Follow procedures for actions to be taken.
2 Guided by procedures but may choose alternatives.
3 Independent judgment within authority and own job scope.
4 Considerable judgment on issues linking to/impacting on other areas.
5 Strategic/directional decisions with significant business impact.

12. Education
Knowledge of business, industry, management principles and technical disciplines gained through formal
training in school.
Level Definition
1 Basic.
2 Secondary.
3 Vocational/tertiary.
4 Degree.
5 Post-graduate.
6 Multi-discipline qualifications or professional mastery is critical for job.

13. Impact on End Results

Effect of the job on achieving business objectives.
Level Definition
1 No direct influence on end results.
2 Supporting role with minimal impact.

Page 16 of 20
 3 Advisory/facilitating role influencing end results.
4 Jointly accountable with others to achieve end results.
5 Controlling impact on end results.

14. Leadership/Team Membership

Role to lead or work as a member in a team to establish cooperative work relationships and achieve team
goals.
Level Definition
1 Sole contributor or work as a member of a team.
2 Leading role for work with common goals involving cooperation with others.
3 Role to lead projects of a non-routine nature or a business function by setting team goals, providing
direction, delegating and monitoring progress. Resolve conflicts of internal and external parties.
4 Role to drive a team-based culture for a significant part of business.
5 Responsibility to steer diversified groups and businesses.
15. Management of Human Resources
Manpower planning, supervising, motivating, mentoring, training, performance monitoring, rewarding,
conflict handling, staff development and team building activities.
Level Definition
1 No responsibility for human resources.
2 Role to supervise daily work of subordinates, provide on-the-job training, monitor and assess
performance.
3 Involved in the planning of manpower requirement, training and staff development activities,
reward recommendation, grievance handling and team building activities or act as internal consultant
on personnel matters.
4 Accountable for the overall management of human resources in a sizeable unit/function.
5 Major role in formulating corporate strategies for the management of human resources through
development of systems and policies and provision of direction and advice.

16. Planning & Organizing

Requirement to approach work in a methodical manner involving effective scheduling, coordination and
integration of activities.
Level Definition

Page 17 of 20
 1 Work is planned on a day-to-day basis involving routine tasks to be completed efficiently and on
time.
2 Work with varying tasks to be prioritised and carried out independently within set guidelines.
3 Planning involves accountability to achieve a specific objective, to be performed by self or work
with a team.
4 Planning mainly involves an immediate business cycle such as a fiscal year or on project basis.
Work is organized through leading a team to deliver end results.
5 Planning is of a strategic nature with long-term business implications. Implementation is usually
through delegation and oversight of results.

17. Problem-solving
Research and analysis to identify problems, gather information, find alternatives and choose solutions.
Level Definition
1 Simple issues and supervision readily available.
2 Routine issues with clear guidelines.
3 Similar issues requiring analysis and search of alternatives.
4 Diversified issues requiring significant degree of interpretation and judgment.
5 Broad issues with long term and significant implications.

18. Process Management

Role in the development and implementation of processes and continual process improvement to streamline
process steps, reduce costs and enhance customer satisfaction.
Level Definition
1 Take part in work processes with awareness to related activities.
2 Accountable for smooth implementation of standard processes.
3 Involvement and contribution in process improvement.
4 Owner of key processes and change agent for process improvement.

19. Professional Qualification

Academic achievement through recognized professional bodies.
Level Definition
1 Not required.
2 Preferable.
3 A pre-requisite.
4 Advanced standing.

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20. Revenue Contribution
Accountability to deliver revenue targets.
Level Definition
1 No direct contribution to revenue.
2 Provide supporting services for generating revenue.
3 Direct interaction with customers to produce revenue.
4 Manage a unit to deliver target revenue.
5 Manage a number of units and accountable for regional revenue income.
6 Critical impact on corporate revenue.

21. Safety & Security

Requirement to protect lives, data and property through strict adherence to policies, procedures, equipment
and training.
Level Definition
1 Work requires general awareness of safety and security related issues.
2 Work involves adherence to safety and security procedures and standards.
3 Safety and security a priority in the work process of the position.
4 Work involves development and monitoring of safety and security related policies and procedures
and the training of personnel in these areas.
5 Work requires high proficiency and specialized knowledge to formulate strategies and programs
and to handle complex safety and security related matters.

22. Scope of Activities

Extent of involvement/contribution in the operation of the relevant unit/function, the size of business and
span of control etc.
Level Definition
1 Activities confined within a work unit.
2 Work within a specific area involving others outside own unit.
3 Integration of a wide spectrum of activities with linkages to other work units.
4 Diverse activities to achieve specific business objectives of a functional group, perhaps of a
regional nature.
5 Define goals and strategies and direct activities for a broad range of functions or businesses.

23. Work Experience

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Exposure to relevant work gained through practical and on-the-job training.
Level Definition
1 No experience required, can be trained within days or weeks.
2 Less than 2 years of related experience, job specific knowledge can be learned in months.
3 2-5 years of experience, able to work independently within a year.
4 5-10 years of relevant practical experience required for operational efficiency.
5 10-15 years of professional experience with good grasp of concepts, principles and practices.
6 Over 15 years of professional experience covering all aspects of a specific business discipline or
general management experience across a broad range of functions.
24. Working Conditions
Location, hazardous working environment, unsocial work hours and need to travel etc.
Level Definition
1 Work in a safe and comfortable location on normal schedules.
2 Work in remote locations with inconvenient accessibility/facilities or in conditions with minor risk
of harmful effect, long durations of unsocial work hours or frequent need to travel away from home.
3 Work causing certain degree of physical discomfort or mental stress and moderate risk of harmful
effect.
4 Work of obnoxious nature or high risk of harmful effect.

25. Working Relationships

The nature and impact of internal and external interaction with people. The need to influence, persuade,
negotiate, inspire and motivate etc.
Level Definition
1 Normal interaction with courtesy.
2 Effective communication is important and affects end results.
3 Major role is to influence and negotiate.
4 Work relationships bear significant impact on end results.
5 Internal and external relationships at all levels are crucial.

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