This document discusses job evaluation, which is defined as a systematic process for determining the relative worth of jobs within an organization in order to establish pay structures. Job evaluation is important for maintaining accurate job descriptions, setting fair job rankings and pay scales, and reducing grievances. There are analytical methods that use quantitative factors and rankings, like point-ranking and factor comparison, and non-analytical methods like ranking, paired comparison, and job grading that rely more on subjective evaluations. To make job evaluation effective, organizations should involve employees, train evaluators well, get management support, clearly define job factors, focus on jobs not individuals, and consider union views.