Lehigh uses a market-referenced job evaluation process to review and classify positions. This system takes a holistic approach that is based on the external labor market while also focusing on internal factors that help define and differentiate jobs.
From a broad perspective, the program is designed to address two basic questions:
- How to pay for the job, regardless of who is in the position?
- How to pay the particular individual performing the job?
Paying for the job involves defining the appropriate market, "matching" the job with other jobs that are in the appropriate market, and assigning the job to a salary grade within the established salary structure. Using this process, job content and role determines the appropriate salary grade.
Each grade has a defined salary range but the actual amount to be paid to any given individual within that salary range is determined by other factors. Paying the individual involves evaluating the skills, knowledge, experience, and performance of that individual to determine the appropriate position within a salary grade range.
There are several components involved in the job evaluation process:
For more detail on the history and implementation of job evaluation program, view the Lehigh University Market-Referenced Job Evaluation Program for Staff Positions brochure available in the HR Office.