Job Evaluation and Re-Evaluation

Job descriptions exist for all regular staff positions and summarize typical duties and responsibilities as well as minimum hiring qualifications including required education, experience level(s) and licensure(s)/certifications(s).

Job Description Template

All jobs at Tulane are grouped into common categories based on the type of work involved, the level of difficulty, the level of responsibility, and the minimum qualifications required for the job.  The Compensation Department maintains Tulane’s job evaluation system which is used in the classification of all staff positions:

• Job Evaluation Purpose:  These purposes include the evaluation of jobs internally and externally, for job posting and advertising, planning of annual and longer term employee performance goals, and in the development and guidance of training and development.
• Job Evaluation Process: To ensure the assignment of jobs to pay grades is equitable and competitive, the university utilizes job evaluation which focuses on job content. Job descriptions play a critical role regarding evaluations.  Job evaluation is a process by which trained compensation analysts assess the degree of knowledge, impact, problem solving, communication, and other generic factors in a given job. These assessments are quantified and provide an objective basis for job evaluation, or determining the value of the job to the university.

Information required to conduct a detailed evaluation for a new position includes:

• Justification for evaluation to include business reasons for the change, approved budgeted amount, senior leadership approval, and other factors that would be helpful to understand  how the new position relates to other positions within the department.
• Proposed new job description.
• Current and proposed organization chart, if applicable.

A re-evaluation may be appropriate if the content of a job has changed significantly (e.g., the responsibilities have changed by more than 15%) resulting in a job description/title change, such as:

• Department reorganization resulting in position restructuring.
• Addition of new areas of responsibility.
• Expanded level of authority leading to increased impact of decisions.
• Addition of leadership role or supervisory duties.

Information required to conduct a detailed re-evaluation:

• Justification for re-evaluation to include business reasons for the change, approved budgeted amount, senior leadership approval, and other factors that would be helpful to understand  how the revised position relates to other positions within the department.
• Current and proposed job description.
• Current and proposed organization charts.

On occasion, a re-evaluation can also result in a move from a higher grade to a lower grade due to departmental needs and not be the results of corrective action.