Job Evaluation and Role Scope Assessment

A point-factor job evaluation questionnaire for HR and compensation teams grading or re-grading a role — covering decision authority, supervisory scope, effort, and working conditions, with an AI follow-up that pressure-tests the scoring against a real high-stakes task the job has actually handled.

이 템플릿 사용하기 템플릿 더 둘러보기

샘플 질문

템플릿에 포함된 내용을 미리 확인해 보세요. 모든 질문은 설문 공개 전에 자유롭게 수정할 수 있습니다.

질문 14개 · 약 7분

Q01

메시지

Thanks for helping us evaluate this role fairly. We're assessing the job itself — its duties, decisions, and demands — not the person currently doing it. Your responses are completely confidential and anonymized. About 6 minutes.

Q02

단문형필수

What is the exact job title of the role you're evaluating?

Q03

장문형필수

In 1-2 sentences, what is the main purpose of this job — why does the role exist?

Q04

매트릭스필수

How often does this job involve each of the following?

6개 행 × 5개 열

Managing a budget or financial resources
Supervising or directing the work of others
Solving unique or non-routine problems
Interacting directly with external customers or clients
Operating or maintaining equipment or machinery
외 1개

열: Never · Rarely · Sometimes · Often · Always

Q05

의견 척도필수

How much independent judgment does this job require when making decisions?

척도: 1 – 7

최소:Follows detailed instructions, little judgment최대:Operates independently, sets own approach

Q06

객관식필수

How many people does this job directly supervise?

None
1-3
4-10
11-25
More than 25

Q07

객관식필수

What is the minimum education or qualification typically required to perform this job competently?

No formal qualification required
High school diploma or equivalent
Vocational or trade certification
Bachelor's degree
Postgraduate or professional degree

Q08

점수 배분필수

Using 100 points total, allocate them across these four factors based on how much each contributes to this job's overall difficulty and value. This is the core of a point-factor job evaluation, so take your time.

Skill and knowledge required
Effort (mental and physical)
Responsibility and accountability
Working conditions and environment

100점 배분

Q09

슬라이더 매트릭스필수

Rate how much of each factor this job demands.

5개 행, 각 행마다 슬라이더 1개

Complexity of tasks performed
Physical effort required
Mental or emotional effort required
Consequence of errors or poor decisions
Exposure to unpleasant or hazardous conditions

슬라이더 0–10최소:Very low최대:Very high

Q10

AI 인터뷰

Reconstruct the single most complex or high-stakes task this job has required in recent memory: what the situation was, what options were available, and what would have gone wrong with a bad decision. Use it to sanity-check whether the point allocation and factor ratings above — especially responsibility and complexity — actually match the real scope of the work, and flag any mismatch you notice.

Q11

객관식

Compared to its actual scope of work, how do you think this job's current pay grade or level fits?

Under-graded — scope exceeds current level
Fits well
Over-graded — current level exceeds scope
Not sure / not applicable

Q12

객관식

Which department is this job part of? (Template note: replace with your organization's department list before launching.)

(Replace with Department A)
(Replace with Department B)
(Replace with Department C)
Prefer not to say

Q13

객관식

How long have you personally held or supervised this job?

Less than 1 year
1-3 years
4-9 years
10+ years
Prefer not to say

Q14

메시지

All done — thank you. Your responses feed into a job evaluation panel that scores and grades this role against others in the organization.

포함된 기능

AI 후속 질문
정형화된 설문이 놓치는 세부 내용을, 주관식 답변에 맞춰 AI가 심층 질문으로 끌어냅니다.
주의력 확인 장치
성의 없는 답변과 저품질 응답자를 걸러내는 내장 안전장치입니다.
AI가 작성한 문안
문구, 질문 순서, 분기 로직까지 AI가 연구 목표에 맞춰 작성합니다.
자동 리포트
응답이 모이면 주요 주제, 인용문, 이해하기 쉬운 요약이 자동으로 작성됩니다.

이 템플릿을 선택하는 이유

이 템플릿의 설계 목적을 소개합니다. 다른 설문 도구에서는 직접 비교할 만한 템플릿을 찾지 못했습니다.

차별화 포인트

Combines quantitative point-factor scoring (a 100-point allocation across four compensable factors plus a slider matrix rating factor demands) with qualitative context on the job's actual purpose and duties, giving compensation teams both a defensible number and the reasoning behind it.
Includes an AI follow-up interview that asks the respondent to reconstruct the single most complex or high-stakes task the job has handled, then pressure-tests whether the point-factor scores actually match that real-world evidence rather than self-reported impressions.
Covers the full standard job evaluation dimensions in one flow — decision-making judgment, direct supervisory scope, minimum qualification level, frequency of key demands, and perceived pay-grade fit — so HR doesn't need to stitch together multiple generic forms.
Automated per-response quality scoring and an auto-generated report mean panel members get a structured summary of each grading submission rather than raw open-text answers to manually synthesize.

설문을 공개할 준비가 되셨나요?

이 템플릿을 편집기에서 열어 보세요. 첫 응답자가 보기 전에 모든 부분을 원하는 대로 바꿀 수 있습니다.

Use this template 무료로 시작하기