Perormance Appraisal

These degrees or levels measure the specific amount of that factor which is required in the performance of the job.
             WEIGHTING AND RATING OF COMPENSABLE FACTORS.
             Lott's point method:.
             Lott recognized that the 15 compensable factors he identified for measuring job differences were not of equal importance. To recognize differences in values among these factors, he first weighted each factor through a normalizing process. After determining weights of each factor, he used benchmark jobs to establish a10 point interval scale. The scale development process used the following five steps.
             1.Identify and define the factors useful in describing the fundamental elements of general nature of all jobs under study.
             2.Weight the factors and assign a specific value to each factor.
             3.Identify a specific number of benchmark jobs to cover the entire range of difficulty or importance of all factors.
             4.Using each factor, assign a value from 1 to 10 to each benchmark job. The job demanding, the greatest possible degree of a factor receives 10 and the job demanding little or no amount of a factor receives a 1. Values between 1 and 10 are assigned to other jobs using the same procedure.
             5.Multiply weighted factor value by the benchmark job value. This provides a weighted point score for each factor for each benchmark job.
             After using benchmark jobs to develop rating scales for all factors, all non-benchmark jobs are rated factor by factor. The factor points attached to the benchmark job that most closely compares with the non-benchmark job are points assigned to the non-benchmark jobs for that factor. The total points assigned for the non-benchmark job are the total points for all factors.
             Benges factor comparison method:.
             This method uses a series of rankings and slottings to determine both the relative value and absolute worth of the job.
             Benge's plan develops a wage rate scale for each universal factor. After assigning a wage rate to each benchmark job, it is possible to develop a wage rate or monetary scale for each of Benges five universal factors.