Fair and Safe Work Queensland
Job Evaluation Methodology
What is JEMS?
The Job Evaluation Management System (JEMS) provides a framework for effective evaluation of new and
existing positions within the Queensland Public Sector (QPS). JEMS is the approved approach to job
classification within the QPS. It requires the use of trained evaluators in establishing the work value of a
position, with that value being ultimately translated into a classification level. The JEMS methodology is
based on a job evaluation methodology developed by Mercer, known commercially as the Mercer CED Job
Evaluation System.
An Outline of JEMS
The JEMS system expresses the size of a position in terms of work value points. These points are
determined by assessing eight subfactors which are considered to be common to all jobs. Hence the system
is described as a points factor evaluation system. The eight subfactors are based on a systems approach to
understanding jobs. This approach considers all jobs in terms of three elements as illustrated in the diagram
below.

The required inputs, defined in terms of the knowledge, skills and experience needed to do the job. This
is referred to in the EXPERTISE factor.

The processing components of the job, defined in terms of the complexity of the work as determined by
the organisational environment and the requirement for resolving problems. This is referred to in the
JUDGEMENT factor. It is the application of Expertise in the actual doing of work.

The outputs from the job, defined in terms of the Scope/Impact, Influence & Independence,
Authority/Responsibility of the position. This is referred to in the ACCOUNTABILITY factor.
In the evaluation process for each job, assessments are made for each of eight subfactors. These subfactors
are:
EXPERTISE
Inputs
JUDGEMENT
Processing
ACCOUNTABILITY
Outputs
EXPERTISE
JUDGEMENT
ACCOUNTABILITY

Knowledge

Job Environment

Scope/Impact

Diversity

Reasoning

Independence & Influence

Interpersonal Skills

Authority/Responsibility
Each subfactor typically has from three to seven levels. The definitions for each level determine how a
position scores on each subfactor.
In a job evaluation exercise, each position's requirements are compared with standard definitions to find the
level of each subfactor which most accurately describes the characteristics of the job.
Once each subfactor has been assessed, work value points can be determined. Mathematically derived
points charts are used to assign numerical values (points) to factors. The total of the points assigned for all
factors is the work value score for the position. This indicates the relative size of the job within the
organisation.
Enquiries relating to JEMS should be directed to your Departmental Human Resources area.