202 Job Evaluation and Classification
Job evaluation is a systematic process through which an organization measures, compares and categorizes job information and places each job into a structure for salary administration purposes.
The University uses a Factor Comparison Job Evaluation program, developed in conjunction with outside consultants, for managerial and professional jobs. Job evaluation factors were selected and defined based on a comprehensive review of the University's compensation objectives.
The factors used at Yale to evaluate managerial and professional positions are: knowledges and skill, problem solving and decision making, scope and complexity, impact and accountability, internal and external contacts.
The factors used at the University are widely accepted and typical of factors used by other organizations to evaluate jobs and are common to most managerial and professional jobs at the University, but present in jobs to varying degrees, thereby allowing differences among jobs to be established and evaluated.
Knowledge and Skill
The knowledge and skill necessary to achieve the results required by the job. This factor focuses on the level or depth, as well as the variety of knowledge and skill required by the position.
Problem Solving and Decision Making
The degree to which judgment, analysis and creativity must be used in planning and investigating problems and evaluating alternative solutions. This factor considers the degree and latitude allowed in making decisions, as well as the variety, type and frequency of decision making.
Scope and Complexity
The independence of action, the level of work involved and the nature of supervision exercised by the job. Consideration is given to the planning and organizing required by the job in terms of the complexity of objectives and goals to be accomplished. Consideration is also given to the direction received and the supervision exercised.
Impact and Accountability
The accountability involved in achieving results required of the job: whether it is primary, shared or indirect accountability. Consideration is given to the impact that actions and decisions have on the University, the amount of risk taken and the general level of importance of the decisions made.
Internal and External Contacts
The nature, significance and frequency of interpersonal human relations skills required by the job, exclusive of direct interaction with staff supervised or supervision received.
202.1 Fair Labor Standards Act
The Fair Labor Standards Act (FLSA) regulates employers' activities concerning hours of work, the payment of wages and salaries, minimum rates of pay, overtime payment and record keeping requirements. Yale University is subject to the provisions of this Act. Employees are considered exempt or non-exempt from certain provisions of the FLSA pertaining to the payment of overtime and record keeping requirements based on the responsibilities of their jobs.
At Yale, all managerial and professional employees are considered "exempt" from the provisions of the FLSA which govern the payment of overtime and the record keeping requirements.
Managerial and professional employees are paid an annual salary for performance of services regardless of the number of hours worked.
The provisions of the Fair Labor Standards Act which govern exemption from the Act are complex. Job responsibilities must meet defined criteria in order to be considered exempt from certain provisions of the Act as either Administrative, Executive, or Professional employees. The Compensation and Classification Section applies these provisions with regard to an employee's job responsibilities to determine whether a job is exempt or non-exempt from these provisions.
Xref: XCT; PPP 208
