Oakwood "Profiler" Process

Oakwood design a questionnaire based on your competency and responsibility framework. Job holder/boss complete questionnaire.

• All job holders get the same choices which cuts out the influence of the "articulate" vs "inarticulate" job holder

• Process takes less time

• Increased consistency of data collection

Oakwood do not produce a job description as the questionnaire is the basis for scoring.

• Cuts out the influence of interpretation over which words are used in the description

• Saves time on job description writing

• Produces automated job description

Software calculates the job score and highlights any inconsistent data in the completed questionnaires.

• Cuts out the influence of panel discussion and the impact of some people arguing a strong case, others a weak case

• Cuts out the problem of panels scoring jobs about which they may have a limited grasp

• Provides absolutely consistent interpretation. The same data results in the same score every time, no matter what the time, who puts the data in or whose job it is

• Saves time as there is no panel involvement in the scoring

Profiler automatically assigns grade, pay etc. and prints out the result. It provides automatic reports which gives the advantages of:

• an integrated process

• time saving

• improving accuracy of market data match

The software maintains the job evaluation process without a panel.

• The quality of evaluations and their consistency are maintained

• Evaluations can be done immediately and on a "what if" basis

• No danger of declining expertise

In the Oakwood approach job evaluation is seamlessly integrated with other HR processes. The system produces a competency/skill profile that the individual can be measured against. This links directly into Performance Management and Personal
Development.