Step 3. Define job evaluation criteria

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Step 1: Make a list of positions
First of all, you need to make a list of all existing positions. To do this, describe the organizational structure of the company , define all positions, take into account both management and ordinary ones. For example, in a large company, these may be managers, financial analysts, engineers, support staff.

After that, you need to describe the responsibilities of employees in all positions, the specifics of the work, whether there are other people subordinate to you. This can be done using surveys and interviews - this is easier, or by observing each employee - this is longer and more difficult.

For some positions, it may be difficult to assess the level of qualification and responsibility, the degree of importance and complexity of tasks. Sometimes department heads help with this. They describe the positions of their department or provide the necessary materials, documents, and employee contacts.

Step 2. Define and describe job requirements
In the second stage, it is important to define and describe in detail the requirements for each position:

Responsibilities. Determine what tasks the employee must perform. For example, an accountant submits reports, a sales manager works with clients.
Responsibility. Determine what level of responsibility the employee will have. For example, a project manager will be responsible for the success of the project, while a developer will have a lower level of responsibility.
Authority: Specify what authority the employee has within the scope of his/her position. For example, a department manager can make decisions about hiring new employees, but a regular employee of the department cannot.
Qualification Requirements: Determine what knowledge, skills, and experience are required to perform the duties.
Problem solving. Typically, line employees solve small problems, while the "Managers" job category deals with larger ones. This should also be described.
Sometimes it is necessary to add other factors to the job description, such as working conditions or the need to complete tasks within a limited time.


To evaluate positions for the grading system, it is necessary to define objective uganda phone number list criteria by which the individual positions described earlier will be evaluated. These may include the following factors:

Job Complexity: Assess how difficult the tasks the employee performs are. Complex tasks require more time and effort, making the position more valuable to the company.

Degree of responsibility. Assess the level of responsibility of employees in each position. For example, managerial positions are characterized by a higher level of responsibility. Such positions should be rated higher than those with less responsibility.

Impact on the company. Assess how the employee in this position affects the success of the company. If he directly affects the work of the company, this should also be reflected in his grade.

Additionally, you can consider the number of people reporting to you, the level of independence, or the cost of an error. For example, if an accountant fills out reports incorrectly, the company may be fined. The cost of such an error is higher than that of an office manager who may forget to refill a printer.

Step 4. Conduct an assessment
Once you have defined your grading criteria, you can move on to combining positions into grades. Here's how to do it: