« Books That Have Influenced How You Influence (Next Influence Insiders Radio Show) | Main | Survey Statistics: Are You a Mean or a Median Aficionado? »

Comments

Feed You can follow this conversation by subscribing to the comment feed for this post.

Thanks for a classic reminder that equality is both relative and rare, as well as frequently irrelevant to reality. Those who don't already know that basic tenet of our tradecraft can't be told the lesson too often. Well said, Ann!

In the spirit of transparency, we can better define mission critical and highlight jobs that fall in this category. This may set off a chain of mumbles amongst the workforce, but it is better than leaving the matter vague and undiscussed. I am curious how many organizations make their job evaluation findings transparent, or at least semi-transparent. I prefer to work with a management team so that the findings are understood by a core group, but I do not advice making eval findings generally accessible.

Ann, Thank you for your timely comments about job value differences and the current economic dynamics that will foster job skills reality checks for both employers and employees. The need for greater job evaluation transparency will become more apparent with anticipated increases in employee turnover during the post recession period and the rising frequency of internal compensation equity audits by outside governmental agencies. In response to Nancy's question, we have seen less job valuation creep when the executive management team understands and participates in the job evaluation process.

Jim:

Even better said ... "equality is both relative and rare, as well as frequently irrelevant to reality"! Thanks!

Nancy:

Really excellent points. It is important that we identify and define what are mission-critical skills, realizing that this will - of necessity - have to change over time. Leaving it vague and undiscussed opens the door to misunderstanding and frustration ... and worse. And completely misses the opportunity to entice more employees to pursue/develop mission-critical skills. And you're right - this has a core connection to job valuation methodology and transparency. Interesting challenges to ponder - thanks for the great comments!

Blair:

Great thoughts and totally right on. As you and Nancy both point out, this does have potentially enormous implications for job evaluation transparency - and I think the connection you note between valuation creep and participation/understanding is a critical one.

Thanks - all - for the great observations. Very interesting issue to follow into 2010....

RE: Market Force Information in Kinderhook, NY.
Unlawful pay practices to 'Independent Contractors.'

The comments to this entry are closed.

About The Author

  • More Info Here
    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

Compensation Force Spot Survey

Enter your email address:

Delivered by FeedBurner

Search This Site

Widgetbox

  • Get this widget from Widgetbox