IPE国际职位评估系统

精品文档 1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载1欢迎下载 IPEIPE 国际职位评估工具国际职位评估工具 精品文档 2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载2欢迎下载 目录 IPE 国际职位评估工具介绍 3 IPE 3 职位评估工具构成因素 4 IPE 3 总 1225 分 5 IPE 3 的 48 个职位等级 6 IPE 3 职位层次 7 IPE 3 因素评估标准 8 一 影响 impact 8 1 纬度一 组织规模决定市场水平 8 2 纬度二 影响性质 10 3 纬度三 贡献选择表 10 4 影响级别表 11 5 影响分值表 12 二 沟通 13 1 纬度一 确定沟通的方式 13 2 纬度二 架构 13 3 沟通级别 分值表 14 4 级别 分值表 15 三 创新 15 1 纬度一 创新能力 15 2 纬度二 复杂性 15 3 创新级别 分值表 16 4 级别 分值表 17 四 知识 17 1 纬度一 知识水平深度 17 2 纬度二 团队 17 3 纬度三 知识应用的宽度 地理环境 17 5 环境 供选择项 20 精品文档 3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载3欢迎下载 IPEIPE 国际职位评估工具介绍国际职位评估工具介绍 IPE 国际职位评估工具共有 4 个因素 附 1 个可选因素 共 10 个纬度 104 级别 总 分 1225 分 评估的结果分成 48 个级别 IPE 3 国际职位评估工具是在 IPE 2 的 7 个因素 16 纬度基础上 融合 100 多位 HR 首席 咨询顾问和众多企业 HR 专家大量科学提炼的结果 影响 沟通 创新 知识 环境 如 今成为市场上最为简便 适用的评估工具 不但可以比较全球不同行业不同规模的企业 还适用于大型企业中各个分 子公司的职位比较 IPE 职位评估的原则 评估的是职位 岗位 而不是职位所在的人本身 IPE 职位评估的特点 IPE 是一个集点打分制的职位分析方法 易于向员工和管理层结 实解释和易于辨别职位之间差别的特点 可以剔除由于职衔带来的混淆 适用于所有层级 的综合体系 IPE 应用效果 1 职位系统的规范化 避免职位的混淆 2 薪资水平的确定和调整的提供支持依据 3 建立员工双轨道的职位发展体系 4 可用于公司业务优化和丰富化 5 可用于绩效管理 培训需求分析 组织结构分析 招聘 精品文档 4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载4欢迎下载 IPE 3IPE 3 职位评估工具构成因素职位评估工具构成因素 1 Impact 影响 3 个纬度 分值 5 705 Impact 影响 Contribution 贡献 Organization 组织 2 Communication 沟通 2 个纬度 分值 10 115 Commucation 沟通 Frame 架构 3 Innovation 创新 2 个纬度 分值 10 130 Innovation 创新 Complexity 复杂性 4 Knowledge 知识 3 个纬度 分值 10 260 Knowledge 知识 Teams 团队 Breadth 宽度 5 供选项 Optional Risk 环境 2 个纬度 分值 0 30 Risk 风险 Environment 环境 精品文档 5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载5欢迎下载 IPE 3IPE 3 总总 12251225 分分 Impact 705 510 Communication 115 10 130 InnovationKnowledge 260 30 010 Environmewnt 精品文档 6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载6欢迎下载 IPE 3IPE 3 的的 4848 个职位等级个职位等级 Total point range Positon classTotal point rangePositon classTotal point rangePositon class 26 5040426 45056826 85072 51 7541451 47557851 87573 76 10042476 50058876 90074 101 12543501 52559901 92575 126 15044526 55060926 95076 151 17545551 57561951 97577 176 20046576 60062976 100078 201 22547601 625631001 102579 226 25048626 650641026 105080 251 27549651 675651051 117581 276 30050676 700661076 110082 301 32551701 725671101 112583 326 35052726 750681126 115084 351 37553751 775691151 117585 376 40054776 800701176 120086 401 42555801 825711201 122587 精品文档 7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载7欢迎下载 IPE 3IPE 3 职位层次职位层次 LevelTotal point range 5 作业 辅助性 Manu 26 15140 445 4 一般性 General Staff 152 23045 484 3 初级 基层管理 work indoctrination Copier machine operator Mail distribution clerk B elementaryCapable of carrying out uninvolved standard procedures and or using equipment or machines which are simple to operate Receptionist clerk typist order filler grounds keeper C vocationalExperienced in applying methods or procedures which generally are well defined and straightforward but with occasional deviations Skill in the use of specialized equipment by needed Customer service clerk hr assistant secretary electrician s helper D advanced vocational Accomplished in implementing practical procedures or systems which are moderately complex and or specialized skills which require some technical knowledge usually non theoretical to apply Programmer administrative assistant drafter trades journeyperson E specializedA sound understanding of and skill in several activities which involve a variety of practices and precedents or a basic understanding of the theory and principles in a scientific or similar discipline Accountant labour relations officer engineer human resource consultant mid level manager public health nurse F seasonedExtensive knowledge and skill gained through broad or deep experience in a field or fields which requires a command of either involved diverse practices and precedents or scientific theory and principles or both Manager personnel services controller manager integrated resource management G specialized mastery Mastery of theories principles and complex techniques or the diverse cumulative equivalent gained through broad seasoning and or soecial development Expert professional CEO deputy head most senior vice president H profession all mastery Externally recognized expertise in a complex scientific or other learned disciplineExternally recognized expert 精品文档 31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载31欢迎下载 managerial know how M K H LevelexplanationPossible examples N nonePerformance of a task s highly specific as to objective and content and not involving the leadership of others Payroll clerk receptionist minimalPerformance or direction of activities which are similar as to content and objectives with appropriate awareness of other activities Accountant officer many precedents covering most situations and or readily available assistance D standardized thinking within clear but substantially diversified procedures procedures covering most situations and or access to assistance E clearly defined thinking within a well defined frame of reference and toward specific objectives in situation characterized by functional practices and precedents F generally defined thinking within a general frame of reference toward functional objectives in situations with some nebulous intangible or unstructured aspects G broadly defined thinking within concepts principles and broad guidelines towards the organization s objectives or functional goals many nebulous intangible or unstructured aspects to the environment H abstract thinking within business philosophy and or natural laws and or principles governing human affairs situational challenges 1 repetititve identical situations requiring resolution by a simple choice of known things 2 patterned similar situations requiring resolution by discriminating choice of known things 3 interpolative differing situations required search for solutions with areas of known things STEP VALUES 2432 2112 1840 1600 1400 1216 1056 920 800 700 608 8 7 6 5 STEP BELOW 100 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 精品文档 34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载34欢迎下载 4 adaptive variable situations requiring analytical interpretative and or constructive solutions 5 uncharted novel or recurring path finding situations required the development of new 精品文档 35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载35欢迎下载 Guide chart for evalution Problem solving To find problem solving point read off where know how score and problem solving intersect Know how ps d 38345057667687100115132152175200230264304350400460528608700800920105612161400 ps d 87 33384350576676871001151321521752002302643043504004605286087008009201056121687 76 293338435057667687100115132152175200230264304350400460528608700800920105676 66 2529333843505766768710011513215217520023026430435040046052860870080092066 57 222529333843505766768710011513215217520023026430435040046052860870080057 50 19222529333843505766768710011513215217520023026430435040046052860870050 43 1619222529333843505766768710011513215217520023026430435040046052860843 38 141619222529333843505766768710011513215217520023026430435040046052838 33 12141619222529333843505766768710011513215217520023026430435040046033 29 1012141619222529333843505766768710011513215217520023026430435040029 25 91012141619222529333843505766768710011513215217520023026430435025 22 891012141619222529333843505766768710011513215217520023026430422 19 7891012141619222529333843505766768710011513215217520023026419 16 67891012141619222529333843505766768710011513215217520023016 14 567891012141619222529333843505766768710011513215217520014 12 4567891012141619222529333843505766768710011513215217512 10 34567891012141619222529333843505766768710011513215210 115132152175672649350400460528608700800334312161400 Most likelyless likely up Unlikely down Mostlikely middle 精品文档 36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载36欢迎下载 3 Impact accountability 影响 责任 Guide chart for evalution ACCOUNTABILITY Magnitude M minimal up to 50K 1 very small 50k 500K 2 small 500K 5M 3 medium 5M 50M 4 large 50M 500M 5 very large 500M 5B 50K 50k 500K 500K 5M 5M 50M 50M 500M 500M 5B ImpactACSPACSPACSPACSPACSPACSP R Restricted5 6 7 7 8 9 9 10 12 12 14 16 7 8 9 9 10 12 12 14 16 16 19 22 9 10 12 12 14 16 16 19 22 22 25 29 12 14 16 16 19 22 22 25 29 29 33 38 16 19 22 22 25 29 29 33 38 38 43 50 22 25 29 29 33 38 38 43 50 50 57 66 A Prescribed8 9 10 10 12 14 14 16 19 19 22 25 10 12 14 14 16 19 19 22 25 25 29 33 14 16 19 19 22 25 25 29 33 33 38 43 19 22 25 25 29 33 33 38 43 43 50 57 25 29 33 33 38 43 43 50 57 57 66 76 33 38 43 43 50 57 57 66 76 76 87 100 B Controlled12 14 16 16 19 22 22 25 29 29 33 38 16 19 22 22 25 29 29 33 38 38 43 50 22 25 29 29 33 38 38 43 50 50 57 66 29 33 38 38 43 50 50 57 66 66 76 87 38 43 50 50 57 66 66 76 87 87 100 115 50 57 66 66 76 87 87 100 115 115 132 152 C Standardized19 22 25 25 29 33 33 38 43 43 50 57 25 29 33 33 38 43 43 50 57 57 66 76 33 38 43 43 50 57 57 66 76 76 87 100 43 50 57 57 66 76 76 87 100 100 115 132 57 66 76 76 87 100 100 115 132 132 152 175 76 87 100 100 115 132 132 152 175 175 200 230 D Generally Regulated 29 33 38 38 43 50 50 57 66 66 76 87 38 43 50 50 57 66 66 76 87 87 100 115 50 57 66 66 76 87 87 100 115 115 132 152 66 76 87 87 100 115 115 132 152 152 175 200 87 100 115 115 132 152 152 175 200 200 230 264 115 132 152 152 175 200 200 230 264 264 304 350 E Directed43 50 57 57 66 76 76 87 100 100 115 132 57 66 76 76 87 100 100 115 132 132 152 175 76 87 100 100 115 132 132 152 175 175 200 230 100 115 132 132 152 175 175 200 230 230 264 304 132 152 175 175 200 230 230 264 304 304 350 400 175 200 230 230 264 304 304 350 400 400 460 528 F Oriented66 76 87 87 100 115 115 132 152 152 175 200 87 100 115 115 132 152 152 175 200 200 230 264 115 132 152 152 175 200 200 230 264 264 304 350 152 175 200 200 230 264 264 304 350 350 400 460 200 230 264 264 304 350 350 400 460 460 528 608 264 304 350 350 400 460 460 528 608 608 700 800 G Operationally guided 100 115 132 132 152 175 175 200 230 230 264 304 132 152 175 175 200 230 230 264 304 304 350 400 175 200 230 230 264 304 304 350 400 400 460 528 230 264 304 304 350 400 400 460 528 528 608 700 304 350 400 400 460 528 528 608 700 700 800 920 400 460 528 528 608 700 700 800 920 900 1056 1216 Freedom to act H Strategically guided 152 175 200 200 230 264 264 304 350 350 400 460 200 230 264 264 304 350 350 400 460 460 528 608 264 304 350 350 400 460 460 528 608 608 700 800 350 400 460 460 528 608 608 700 800 800 920 1056 460 528 608 608 700 800 800 920 1056 1056 1216 1400 608 700 800 800 920 1056 1056 1216 1400 1400 1600 1840 精品文档 37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载37欢迎下载 Impact 1 A ancillary 2 C contributory 3 S shared 4 P primary Freedom to act levelexplanationPossible examples R Restricted These jobs are subject to explicit detailed instructions and or constant personal or procedural supervision Day labour facility service worker office helper A Prescribed These jobs are subject to instruction and detailed instructions and or very close supervision General maintenance work general clerk B Controlled These jobs are subject to instruction and established work routines and or close superivision Trades helper carpenter C Standardized These jobs are subject wholly or in part to standardized practices and procedures general work instructions and supervision of progress and results Secretary production operator many first level supervisions D Generally Regulated These jobs are wholly or in part to practices and procedures covered by precedents or well defined policies and supervisory review Many profession positions some manager some superintendents E Directed These jobs by their nature and size are subject to broad practices and procedures covered by functional precedents and policies achievement or a circumscribed operational activity and to managerial direction Some department managers some director some senior advisors F Oriented These jobs by their nature and size are broadly subject to function policies and goals and to managerial direction of a general nature Some function executives some assistant deputy heads some deputy heads G Operationally Subject to guidance of broad organization policies community or Key function executive some deputy heads 精品文档 38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载38欢迎下载 guided legislative limits and the mandate of the organization H Strategically guided Subject to guidance of broad organization policies community or legislative limits and the mandate of the organization Impact levelexplanationPossible examples A ancillary One of severallmany positions which contribute to the end results expected of the unit or function informational recording or other facilitating services for use by others in achieving results C contributory One of few positions which contributes significantly to the end results expected of the unit or function or interpretive advisory or other important supporting services for use by others in achieving results Some clerk positions data entry operator facility service worker engineer accountmant manager of hr S shared Equal and joint control with one other position of the activities and resource with produce the results or control of what are clearly most but not all of the variables which are significant in detemining results Positions that are seen as stronger than contributory but less than prime e g lead hand P primary Controlling impact the position has effective control over the significant activities and resources which produce the results and is the sole position at this level of freedom to act which must answer for the results Supervisor program manager director deputy head adm Magnitude levelexplanation M minimal up to 50K Results usually affect an individual or are usually non quantifiable in terms of department budget responsibility revenues and expenditure authority 精品文档 39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载39欢迎下载 1 very small 50k 500K Results can be non quantifiable or can affected a smaller work group or unit within the department 2 small 500K 5M Results are internally focussed and affect a unit of department or may be externally focussed and affect a limited segment of clients outside the department 3 medium 5M 50M Results are generally focussed and may affect several units within a department and or some departments and or are externally focussed affecting a significant clientele within a program or functional area 4 large 50M 500M Results achieved primarily affect other department the government as a whole and signification client group external to government operations work performed may affecte provincial or territorial clientele within a variety of programs or functional areas 精品文档 40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载40欢迎下载 4 Work conditions 工作环境 Guide chart for evalution Working conditions P E S M Physical demandsEnvironment conditionsSensory demandsMental demands A minimal fatigue or physical stress 1 2 3 4 5 a minimal discomfort or risk of accident or ill hearth 1 2 3 4 5 limited sensory attention 1 2 3 4 5 1 minimal mental stress 1 2 3 4 5 B moderate fatigue or physical stress 6 7 8 9 10 b considerable discomfort or moderate risk of accident or ill hearth 6 7 8 9 10 moderate sensory attention 6 7 8 9 10 2 moderate mental stress 6 7 8 9 10 C considerable fatigue or physical stess 12 14 16 19 22 c extreme discomfort or substantial risk of accident or ill hearth 12 14 16 19 22 considerable sensory attention 12 14 16 19 22 3 considerable mental stress 12 14 16 19 22 D extreme fatigue or physical stress 25 29 33 38 43 d extrem risk of accident or ill hearth 25 29 33 38 43 exetreme sensory attention 25 29 33 38 43 4 exetreme mental stress 25 29 33 38 43 Combination of frequency and duration expressed in hours day Level of intensity 1 2hours day 7 5 Normal3333 Moderate38816 Substantial 381633 extreme8163333 精品文档 41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载41欢迎下载 六 平衡表 Guide chart for evalution Characteristic hay profiles percentage of kh ps ac To find profile in column below that correspones to step difference between ps point read profile opposite ps kh ps kh Accountability higher than problem solvingAc psAccountability lower than problem solving 4UP3UP2UP1UPLEVEL1DOWN2DOWN3DOWN4DOWN 87 292645322941332938353035363232383329403426413623423721 76 322543342640362836382933403030423127433225443422453520 66 362341382438402634422731442828452926463123473221493219 57 392239412336432532452629462727482824492922513019533017 50 422137442234462331482428502525522622532720552718562816 43 452035472132492229522226542323552421562519582517592615 38 491932511930532027552124562222592219602317622315622414 33 531730551827561925591922602020622018632116652114662212 29 561628581725601723621820641818651916661915681913692011 25 591526621523631621651619661717681715701713701812721810 22 62142465142166151968151770151572151372161274161075169 19 6612226813197013177213157214147414127514117615977158 16 6911207012187212167412147612127612117713107913880137 14 721018741016751114761113781111791110801198112782126 12 759167691577101379101180101081109821088311684115 10 77815798138091181910829983988497851058695 levelexplanationPossible examples 4 Line management sales 3 Line management job that has a controlling impact on end results in some part of the core business of the organization The job is primarily responsible for implementation make it happen Typically oversees day to day or established operations policy and program development is typically provided by others Department head head of purchasing 2 Individual contributor that is authorized to make decisions within its field or expertise and act in an enforcement regulatory or investigative capacity These jobs take primary responsibility but their profile is 2 instead of 3