Below, are the 9 factors in job evaluation systems that must be capable of measuring to maintain pay equity. This factor deals with, Education & Training, Related experience, Mental Demand, Work Contacts, Independence Of operation, Supervisory Responsibility, Responsibility for Action or Decisions, Physical Effort, and Work Conditions.

Education & Training:

Knowledge of a subject, trade, or vocation requiring special training, such as book-keeping, statistics, or another technical field, is Equivalent to completion of Secondary education plus two years of full-time training in a recognized institute. Award a sub-level for the requirement to speak and write fluent English.

Related Experience:

This factor appraises the amount of time required for an average individual, with specified educational and training background, to acquire sufficient practical knowledge to perform the job competently. Such experience must be in the field or fields related directly to the job. It includes work familiarization, on-site training, and/or work experience in a related job inside or outside the Company.

Mental Demand:

Duties are varied and occasionally complex, covered by the framework of established practices and policies.

Work Contacts:

Contacts with persons inside or outside the Company involve matters of some importance that require tact and persuasion to obtain co-operation or approval of the desired action.

Independence Of Operation:

Plans and arranges performance details of assigned tasks according to established procedures and specialized clerical or technical standards. Supervisor keeps advised of work progress and spot-checks completed work.

Supervisory Responsibility

  • Number of Employees Supervised: This Sub-Factor apprises the number of employees supervised directly or through subordinate levels of supervision.
  • Level of Work Supervised: This Sub-Factor gives credit for the highest level of subordinate over whom full supervision is exercised, or to which Work Direction is given.


1) Jobs being credited with Work Direction only, should be rated at one whole level less than the rating would be for Full Supervision.

2) Credit can also be given for directing the work of the contractor’s personnel other than laborers. In such circumstances, an equivalent company grade for the contractor must be determined, and then an appropriate rating established as per (1) above.

Responsibility for Action or Decisions:

Actions, recommendations, and or decisions may result in significant damage or loss of time or have a significant effect on the judgment or decisions of others, limited by spot-checks of supervisors or personnel of other departments

Physical Effort:

Walking, standing, or operating light equipment for between 50% and 75% of the working time. This level also covers climbing and/or lifting for approximately 25% of working time.

Work Condition

A requirement to spend between 20% and 75% of the working time outside. This level should also reflect significant exposure to oil, grease, fumes, and noise for approximately 25% of the working time.

Job Analysis Form (JAF) 

Below is, an example of a job description implementing the 9 factors in a job evaluation plan using a job analysis system.

JOB TITLE: General Supervisor Q.C.  & Admin Section 

JAF No: 999999


WORK LOCATION: Heavy Workshop




Draw an organization chart showing the organizational level above your job as well as those below it and any relevant adjacent job. 


Supervises and controls the activities of the Quality Control section & Admin unit in workshops and fields. Supervisors and control the activities for inspection of company’s and contractor’s mobile equipment. 


  • Supervises and directs assigned company and contractor’s personnel engaged in the inspection, maintenance, and repair of company’s & contractor’s equipment such as cranes, dozer, loader, etc.
  • Supervises and controls day-to-day admin responsibilities related to inspection and certification services carried out at Heavy Equipment yards. 
  • Undertake the diagnosis of complex faults on equipment’s hydraulic, fuel, electrical systems or components such as engine and transmission, etc. Determining the kind of tools and equipment needed to do the job. 
  • Determines priority of work in necessary liaison with the end user’s team after taking into consideration spare parts available and work to be carried out and assigns work to subordinates in order to ensure that equipment is fully tested prior to release.
  • Establishes routine maintenance schedule for mechanical/electrical maintenance of all company-owned equipment and ensures that such schedules are met. 
  • Checks and approves spare parts requests, work requests, work orders, and inspection reports. 
  • Check and inspect contractor’s equipment working in the field area under the supervision of various teams as per the end-users written request. 
  • Inspecting equipment’s components, structure, accessories, air lines, electrical system, and materials for wear, damage, and improper adjustment to identify the causes of errors or other problems or defects and reports that needed repair. 
  • Records / evaluate inspection data and write reports to validate or indicates deviation from existing standard. 
  • Approved inspection checklist/certificate to the vehicle/equipment pass inspection and rejection to the vehicle/equipment that fail.  
  • Apply the safety rules and procedures at the company’s and contractor’s facilities and ensure equipment’s safety of use and operation. Reports unsafe acts, work practices, and conditions, near Miss, SOC (Safety Observations and Conversations), SVV (Site Verification Visit. 

Related Duties

  • Performs related duties as assigned, such as entering, recording, storing, or maintaining information in writing or electronic form. Contribute to training and development of subordinates. Liaising with necessary state and company personnel on safety matters (especially on lifting equipment). Ensuring compliance by contractors with contract terms & conditions and checking contract invoices.  


Measures the extent to which the post holder requires the ability to gain co-operation, deal with and influence other people using tact, persuasion, and judgment. Indicate level, frequency, difficulty, and importance of work contacts. 

The work contacts should cover the following:

  • Persons Contacted.
  • Level of contact, Frequency (Daily/ weekly/ occasionally.
  • Nature & Purpose of contact (Explain if not routine, importance and difficulty) 

The job holder will have daily contact with employees of the team up to the Team Leader related to work requirements and directives. Also, he has contact with employees of other teams related to the work requirements.



Procedures are available that clearly state in the most basic of terms the process to be utilized in carrying out the work. All the “what-if scenarios” are clearly mapped out and courses of action clearly identified. Generally, assignments do not require close supervision.


Physical effort is required to perform the job.  Refers to the amount of physical exertion in handling materials, using tools, and operating machines or equipment. 

MINIMAL TO LIGHT - Regular standing, walking and driving, and keyboard use for up to 50 % of the workday 4 Hrs.


The degree of exposure to work conditions such as dirt, heat, fumes, noise, vibration, etc. 

DISAGREEABLE CONDITIONS - NON-CONTINUOUS Non-continuous or periodic exposure to the basic environmental conditions of the region and industry. Conditions include heat, humidity, plant noise, and fumes. The type of job where the job holder is in and out of disagreeable conditions 2 Hrs.


Minimum academic, commercial, and technical qualifications required for performing the full duties of the job. Two years Diploma in Office Administration and 6 years minimum General Administration

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