Page 82 - DLIS003_LIBRARY ADMINISTRATION AND MANAGEMENT

Unit 4: Job Analysis and Evaluation

Working Relationships of the position holder with other people. The contacts can be internal or Notes
external to the library. Contacts are of a personal nature: talking face-to-face, on the telephone,
making presentations, written communication, providing instructions, counselling or public
appearances.
Character of Supervision (a): Character of supervision considers the degree, kind and intricacies of
line supervisory responsibility, or; the nature of functional supervision, technical direction or
advice involved in staff relationships. Consider the extent to which responsibility for results
goes with the position - in terms of operations, policy, personnel and finances.
Scope of Supervision (b): Scope of supervision appraises the size of the direct-line responsibilities
measured in total number of people within the library unit supervised.
Physical Demands: Physical demands considers the degree and severity of exertion associated
with the position. The intensity and severity of the physical effort, mental or visual attention
required by the job is considered as well as the continuity and frequency of that effort. This
factor also considers the choice of action available to seek relief or perform less demanding
tasks. Demands typically occur simultaneously, however severity varies. The factor considers
demands in combination, albeit that often there is a predominant demand, e.g. mental attention.
Working Conditions: This factor considers the frequency of exposure to disagreeable
environmental conditions, or hazards, i.e. dirt, temperature extremes, chemicals, under which
the work is performed. It also includes the degree of health hazard and any aspects of necessary
travel. Only the conditions or hazards inherent in the nature of the work are considered.

4.6 Weighting of Factors

The factors used by the job evaluation plan are unbiased and therefore are factors that can be
applied equally to men and women. For example, working with people, (a feature common to
the female job classes), and working with equipment, (a feature common to male job classes),
are each given consideration in the evaluation process.

Table 4.3: Example of Job Evaluation Factors

Sub Factor Definition Level
1. Skill - 46.2%
Complexity - Measure of variety, difficulty Is the work routine, repetitive, diversified,
Judgment and decision-making aspects or complex? Does the work involve
analysis, or planning? Decision making or
policy information?
Education Formal knowledge required for Does the job require elementary school,
work secondary school? College or a university
degree?
Experience Time to acquire job How much on the job training is required
skills/competence to perform the work: 1 month, 6 months,
3 years or five years?
2. Effort - 13.2%
Initiative Measure of direction received Do you work under close supervision or
and level of job control required; frequent supervision? Do you work with
refers to the degree of just general direction and guidance, or do
independent action required you work independently on policy
making activities?
Physical/Mental Physical and mental exertion Does the work cause undue fatigue,
Demands such as lifting, manual dexterity, considerable standing, little physical
visual concentration, mental effort or continuous heavy effort.
concentration, fine motor skills
Contd...

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