Question

Evaluate your agency employee appraisal system and its compliance with all applicable legislation, regulation, and court decisions. Also, explain how it link employee performance to the mission of the agency

Apply the applicable rules, regulations, laws, and court decisions from the class to the real world setting. Place three public sector employee positions into the classified system. To do this, complete the following steps:

· Create classified system use compensable factors to evaluate jobs. Select ten compensable factors and define each of the factors. Limit your definition to no more than two sentences.

· Establish levels between each factor. Levels within each factor support the distinctions between each of the levels. For example, the compensable factor is experience. The levels can be 3 or more years, 2 years, 1 year, and no experience.

· Use 1000 points to assign weight to each of the factors. Example: you may assign the compensable factor experience 100 points. Each level of experience would be assigned points based on the importance of experience to the job. The distribution of the points would total 100 (3 years or more 50 points, 2 years – 25 points, 1 year – 15 points, no experience – 10 points).

· Create a classification table. The table will contain the following:

o Ten compensable factors

o Definition of each factor

o Weight of each factor

o Levels for each factor

o Points for each level within each factor

Answer 1

The ten compensable factors are:

1. Experience. How long should the employee have worked in this job or in closely related jobs to be fully qualified? Is it important that the experience be within or outside the organization?
2. Education. What does the job require in terms of formal schooling, training, certification, or knowledge of a specialized field?
3. Responsibility. Is the employee responsible for the safety of other employees or for the loss or damage to tools, materials, or equipment? How significant to the employer is the work the position is responsible for? How big is the budget the employee manages?
4. Complexity of duties. Does the job require the employee to show judgment and initiative or to make independent decisions?
5. Supervision received. How closely does the employee’s immediate supervisor or manager check his or her work? Does the supervisor or manager outline specific methods or work procedures?
6. Supervision exercised. How many people does the employee supervise, directly and indirectly? What responsibility does he or she have for controlling policy decisions, costs, or work methods?
7. Consequences of error. If the employee made an error, what dollar loss would be likely to result? How often does the possibility of loss or error occur?

8. Working conditions. Is there anything in the work environment that is unusually hazardous or uncomfortable? For what percentage of the time is the employee exposed to such conditions?
9. Mental, physical, and visual demands. What degree of concentration is required? Are there special physical demands? Is eyestrain likely?
10. Confidential data. To what extent is the employee responsible for confidential information? What would be the consequences of unwarranted disclosure? To what extent are integrity and discretion important?

The tabular representation of factors is as follows-

S.no.	compensable factors	weightage	levels (points)
1	Experience	100	5 or more years (40)	3-5 years(25)	1-3 years(20)	less than a year(15)
2	Education	100	Post Graduate (40)	Graduate (30)	12th Pass (20)	10th Pass (10)
3	Responsibility level	100	High (50)	Middle (30)	Low (20)
4	Complexity of duties	100	Highly complex (50)	moderately complex (30)	simple (20)
5	Supervision received	100	tight supervision (50)	loose supervision (30)	no supervision (20)
6	Supervision exercised	100	tight supervision (50)	loose supervision (30)	no supervision (20)
7	Consequences of error	100	high consequences(50)	moderate consequences(30)	low consequences(20)
8	Working conditions (Hazardous)	100	highly hazardous or unpleasant (50)	moderately unpleasant (30)	pleasant (20)
9	Mental, physical, and visual demands	100	high level (50)	moderate level (30)	low level (20)
10	Confidential data	100	highly confidential (50)	moderately confidential (30)	not confidential (20)
	Total weight	1000