Job Evaluation Specialist
Også kendt som: Job Grading Specialist
Assesses and weighs jobs according to a job evaluation system, determines placement in salary scales and handles employee objections to their job grading.
The job evaluation specialist applies a formal methodology to systematically weigh and grade jobs, independent of the person who currently fills the role. Unlike a compensation and benefits adviser, this is about the job itself, not an individual employee's pay. Selection often looks at method knowledge, while holding an outcome against a manager who wants a higher grade for their employee tests the role's independence in practice.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Listening and probing Kompetence (50-rammeværk): Listen | N5 | Big Fifty, 360 Feedback | 360-degree feedback | Picks up sensitive signals in conversations with directors and supervisors and uses them to adjust organisational policy in good time. |
| interpersonal sensitivity Kompetence (50-rammeværk): Sensitivity | N5 | Big Fifty, 360 Feedback, Colour Profile (Jung) | Personality questionnaire | Trains others in recognising social signals and uses that insight when designing sensitive change processes across the organisation. |
| organisational awareness Kompetence (50-rammeværk): Organizational Sensitivity | N5 | Big Fifty, Competency Check, 360 Feedback | Situational Judgement Test | Sees through relations between organisational units and external parties and steers decision making by organising support at an early stage. |
| integrity and dependability Kompetence (50-rammeværk): Integrity | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| independence Kompetence (50-rammeværk): Independence Knockout | N4 | Big Fifty, 15PF | Personality questionnaire | Takes a decision that departs from the group line, explains the reasoning behind it and accepts the consequences. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| V | Advisory skill | N5 | 5 | ja | Assessment centre |
| V | Applying reward and job evaluation | N5 | 5 | ja | Knowledge test |
| V | Recruiting and selecting | N5 | 5 | ja | Structured interview |
| K | HR policy and instruments | N5 | 5 | ja | Knowledge test |
| G | Listening and probing | N5 | 4 | nej | 360-degree feedback |
| G | interpersonal sensitivity | N5 | 4 | nej | Personality questionnaire |
| G | organisational awareness | N5 | 4 | nej | Situational Judgement Test |
| G | integrity and dependability | N5 | 4 | nej | Personality questionnaire |
| G | independence | N4 | 4 | ja | Personality questionnaire |
| K | Applying basic employment law | N4 | 4 | ja | Knowledge test |
Se alle 24 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Competency Check
Behavioral-Level Competency Assessment
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Work sample test
Representative work sample under standardized conditions
360 Feedback
Multiple assessments based on behavioral anchors
Big Fifty
Personality questionnaire, 150 items, 25 factors
Structured interview
Behavioral interview with a fixed structure
Development Review
Structured development interview
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Big Fifty (Integrity Scale)
15PF
Personality Profile, a shorter alternative to the Big Fifty
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