Factor Comparison/Point Evaluation

The U.S. government is responsibility for classifying an estimated 1.3 million white collar jobs in the federal schedule service. Using an evaluation method it will allow for easier set of standards to be created for the quantity of positions.  It is suggested that five factors should be considered knowledge required by job, responsibility, difficulty, personal relationships, and environmental demands.  Ultimately the goal is to cluster these jobs in 15 different ways.

According to the Dynamics of Factor Comparison/ Point Evaluation, “the US Civil Service Commission (USCSC) has evolved a hybrid system using three methods of job evaluation in the public service – whole job ranking, factor comparison, and point rating.” (Epperson, 1975) This is a perfect example of the evaluation method.  It was originally tried on nonsupervisory positions and if success was found it can be implemented in supervisory jobs as well.

In the initial set up of the jobs legislation provide 15 grades for the government service jobs.  The objective was to cluster the jobs in 15 different ways.  The evaluation method is necessary to classify the guide chart for 147 key bench mark jobs that cluster themselves in specific criteria groups under each factor.  These clusters provide the criteria based on the highest factor of degree definition.  The computer sorts the positions in a manner that provides a precise means to arrive at the numerical value within each category.  However, as this process progressed it was determined that additional benchmarks were implemented totally 188.  This process will allow them to implement it on a much larger spectrum.  Once they include other jobs into this government-wide search they are earmarking that about 300 additional benchmarks will be needed.

Basic research will be important with using the evaluation method in creating these government jobs.  This is the method of using personal knowledge to evaluate the implemented systems and techniques.  Is this truly the most efficient means to separate the number of positions available and the keywords to be associated with each?  Further refinement and development of human ability will aid in further development.  The birth of an idea is the beginning of any idea or project.  In this case it was the 1.3 million government jobs that needed to be defined and evaluated.   The observer can identify the relationship of the project with specific criteria’s.  Background research in this specific task will aid in determining what characteristics were necessary to be successful in a position.

To validate the evaluation methods used in these job classifications, there were 40 agencies utilized as a means of checks and balances.  The evaluation of this framework of the systems to determine: Accuracy, does this system implement the proper grade; consistency, do the classifiers agree with the grade of the job; ease of administration, the ability to understand and accept new methods by the classifiers and managers; and the time necessary to determine evaluation judgments.   These factors all show the need for the evaluation method to classify and implement a system for this magnitude of positions.  By implementing this process, it will aid in filling these said positions with candidates that are qualified for the said task at hand


Epperson, Lawrence L. (1975) The Dynamics of Factor Comparison/ Point Evaluation.  Public    Personal Management.

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