ATENEO
DE MANILA UNIVERSITY /
HUMAN RESOURCES MANAGEMENT OFFICE
POLICIES AND PROCEDURES
MANUAL
/ M-009-015-001Coverage:
ALL EMPLOYEES CONCERNED / Version No.:
1 / Page:
1 of 3
Section No.:
15.0 / Section Title:
JOB CLASSIFICATION / Reference No.:
Sub-section No.:
1.0 /
Sub-title:
JOB EVALUATION
/ Approval Date:17 Nov 2011
1.0 OBJECTIVE
To ensure that staff members and administrators who perform jobs substantially equal in responsibility and complexity are evaluated at substantially the same level relative to other jobs in the University. Salaries of employees are then administered according to the level of their assigned job.
2.0 SCOPE
All employees of the University.
3.0 POLICY GUIDELINES
3.1 Jobs should be evaluated every two (2) years if there are significant changes in the job whether responsibilities/functions have been added or subtracted or at least every three (3) years.
3.2 Only the job is evaluated not the incumbent employee performing a specific job.
3.3 The incumbent employee is responsible in preparing his/her job description since he/she would be in the best position to describe his/her duties and responsibilities.
3.4 Responsibility of Supervisors/Unit Heads:
3.4.1 To ensure that the job descriptions of each function they supervise are updated and reviewed before endorsement to HRMO.
3.4.2 To ensure that salaries of all those reporting to them are administered at the appropriate level.
3.5 Responsibility of the Human Resources Management Office:
3.5.1 To ensure that all plantilla positions are evaluated.
3.5.2 If needed, the Human Resources Management Office may assist supervisors/unit heads in preparing job descriptions for new positions where there are no incumbents.
3.5.3 In evaluating a position, the Human Resources Management Office considers various aspects of the job including technical/educational skills required including physical demands, complexity of the job, and independent action and decision making involved.
4.0 PROCEDURES
4.1 The incumbent employee completes the job description form and questionnaire.
4.2 The Supervisor/Unit Head reviews the job description for accuracy and completeness and endorses it to the Human Resources Management Office for Job Audit.
4.3 The Human Resources Management Office shall:
4.3.1 Review the job description, questionnaire and interview the incumbent.
4.3.2 Evaluate the position.
4.3.3 Advise the supervisor of the results of the evaluation.
4.4 If the evaluation process has resulted in a higher grade level for the position, the Human Resources Management Office informs the supervisor regarding the promotion of the incumbent to the new grade level.
4.5 The Human Resources Management Office shall then:
4.5.1 Prepare the Appointment Contract and Memo promotion of the incumbent.
4.5.2 Forward the duly signed Appointment Contract to the Supervisor/Unit Head who will give the same to the incumbent for signature.
THE UNIVERSITY ADMINISTRATION IN THE EXERCISE OF ITS SOLE AND EXCLUSIVE PREROGATIVE, MAY ADD, AMEND, REVISE AND/OR DELETE THIS POLICY.
THIS SUPERSEDES ALL POLICIES, CIRCULARS AND MEMORANDA INCONSISTENT WITH THOSE CONTAINED IN THIS DOCUMENT.
IN THE EVENT ANY PORTION OF THIS POLICY IS REPEALED BY PROVISION OF LAW, IT SHALL NOT AFFECT THE REMAINING PROVISIONS NOT INCONSISTENT WITH THE LAW.
t
AMDG
Unit Document Controller /Name
/Date
/Signature
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