Job Evaluation is conducted to determine the monetary value of the position and for the purpose of determining increases in pay or offering bonuses. It can also be used to determine the Comparable Worth (whether or not males and females get the same pay for the same job).
Both subjective and objective criterion measures are used to conduct this assessment.
Subjective measures are direct, quantitative, and measure performance. They do not measure complicated variables such as motivation and are not useful for complex job positions.
Objective measures are helpful with complex jobs but are dependent on the rater and become subject to rater errors and biases.
Subjective measures can be Relative or Absolute Measures.
Relative measures compare workers to other workers in the same environment/department. In Forced Distribution Technique, workers are identified from best to worst. In Paired Comparison Technique, each worker is compared with another worker.
Absolute measures considers a single person on their performance. Behaviorally Anchored Rating Scale (BARS) is an example of this measure and utilizes behavioral descriptions of critical incidence technique (when behaviors lead to performance). In BARS, employees help develop the scale through feedback.