Job Analysis; In Scope of job Evaluation Process

I. Preface

Job Evaluastion (Work evaluation) or assessment of work is an continuation process of process analyse work, where in this process is process to specify weight/value relative to each work through mechanism and by using selected technique and method which have agreed on. It is important to know that any evaluation methods the used is an process of judgement as well as concerning relativity, so that to get result of consistent evaluation required different ofsame framework in to work evaluation. otherly word that process execution of work evaluation taken is interpreting and assessing and also finally give weight in each work, of result giving of work weight which is each differing, we can identified the each difficulty level and or complication. From work weight result which have been executed, henceforth we earn to specify sure concerning compensation of proporsional to be given in each employees as according to work which is doing. Because estuary of execution of work evaluation is to tip of giving of compensation which was usually executed by compensation function, hence execution of process evaluate work have to really properly constructed. From brief description regarding scope and understanding of activity evaluate work, hence seen which share is method / technique evaluate and assessor of work, but from both, role of assessor very have an effect on in determining result. On that account hence we shall very take a care and apply careful in executing process assessment of work, in the planning meaning of and the execution of having to carefully drawn up to obtained result have level of valuable the optimalness.

II. Draw up Peripheral and executor evaluate work.
In execution of work evaluation there are some matters which need to be paid attention, considering that process evaluate work require the effort in translating and data interpretation / information of is breakdown of, clauses of qualification, and work step. so that in moderation if a work analyst claimed to have wide of knowledge and in the case of organization knowledge, management, and regarding work scope. So assessor of work better be selected by people which have experienced in designing and work observation then formulate in data / work information and added with knowledge concerning adequate human resource management, and also can leave all profession attribute and isn't it to employees faction so that the people competent to shoulder responsibility in assessment of work objectively. If company wish result of assessment of work with having high objectivity level, hence require to consider usage of evaluator from outside company ( consultant), this is done take care of neutral position in assessing all works so that all people in companies can accept result better. But if evaluator will utilize job analyst which there is in company, hence human resource management function have to draw up job analyst dedicating the highness to execute coherent and clear rule of the game and methods in evaluating every work. Execution of work evaluation usually use team which consist of 3 until 7 evaluator, the using of amount of evaluator the anomalousness, because expected in order not to happened result of opinion score amounting is same so that at a dead lock in determining values relative from an work, besides evaluator, we also require others like, administrator acting as secretary, and was hereinafter provided with moderator acting as chairman of the meeting taking care of decision making direction. Pursuant to each role which have been mentioned, hence can be said that forum assessment of work is forum in form of conference forum which is is ordinary to be referred as conference forum evaluate work, where completely consist of some roles, that is; Chairman Of The Meeting, Secretary, Evaluator, and Subject Matter expert. To the each the role will have duty, authority, and responsibility. Given hereunder, example to in specifying of lauses for evaluator job and of Subject Matter Expert.

Clauses Of Job Evaluator
1. Minimum of education as according to clauses of job to evaluate
2. Mastering process of Job Analysis
3. Can use Job Evaluation tools
4. Able to interpretating of work performance and Job description
5. Skilled and can apply code of ethic discuse,

Clauses Of Subject Matter Expert
1. Education as according to job to evaluate
2. Experting in the area of confessed by the job environment of minimizing 3 year
3. Raised by environmental community of job/work.

Duty and Authority Functionary Of Conference Evaluation ; Constrain of Activity and authority all executors of job evaluator, require to be specified clearly, besides to limit activity executed by each Functionary of siding, also to clarify to pisaller through stipulating of authority. Given hereunder example as following :

1. CHAIRMAN OF THE MEETING.
· Opening conference
· Arranging of dig of work information
· Deciding result of deliberation
· Ratifying result of assessment
· Closing conference.
· Signing minutes.

2. JOB EVALUATOR.
· Diging work information
· Giving proposal rif conference because job description and of qualification requirement is improper evaluated
· Assessing job description and of qualification requirement
· Discussing result of same score
· Signing result of assessment.
· Proposing merger of work pursuant to his easier is percentage of totalizing score.

3. SECRETARY.
· Drawing up conference ( facilities and basic facilities
· Noting result of conference ( all of information)
· Summarizing result of conference
· Confirming things related to conference.
· Administration result of conference.

4. SUBJECT MATTER EXPERT.
· Presenting information of
- job/activities/work
- breakdown of work & qualification requirement
- position and role of work
· Giving additional explanation concerning job description and clauses of qualification.

Besides executor (functionary) evaluate work process which must be considered and drawn up, something else which it is important to know is to regarding:

1. Principles of Evaluation; In general there is principal of base which must be paid attention and followed by all evaluator in evaluating works in order to obtained result of evaluation which is realistic and can be trusted and credible. As for principle evaluate as follows:
- Shall all evaluator realize that the evaluated is works rather than people
- Work performance from work the evaluated is job/activity which was standard and acceptable to all aspects was such as written in job description
- Work shall which evaluated by existing work nowadays ( factual), rather than work to future or ideal
- Shall all evaluator only focusing on job contents, neglectfully mount existing salary, status and or which the was from owner of position/occupation of job holder.

2. Is things required to obviated is:
· The siding of work group or people group, hence ought to evaluator can side neutral in deciding result of assessment
· Maintaining " status of qua"; objctivities will inaccesible if paying attention rank and/or faction in this time
· Evaluating job holder; this important for attention, that position evaluated neglectfully achievement, potency, and or personality of individual executor of work.

3. Determining Methods in Evaluation of Work.
a. Work evaluation doneby a Team Evaluator where each of evaluator evaluate early which was then followed with discussion and/or debate if needed told argument of information / data got of sme, what in the end will be yielded an agreement with as result from a group.
b. Work evaluation done in a conference forum which is have complete member, that is chairman of the meeting, secretary, evaluator job, and subject matter expert, to get objective result.
c. Each judgement expostulated to until at one particular view with, this is done through with refer to converting reasons and argument which good for for the shake of to ascertain existing facts but not negotiation forum between evaluator with organizational function.
d. All evaluator take charge of with evaluations to can come up with consensus with and is same understanding concerning content of work. Is important once for the shake of to be able to reach consistent and correct pickings and also to take care of integrity of evaluation process.
e. amount of Evaluator better anomalous, this matter is done to avoid result of evaluation which do not finish, because if evaluator job amount to evenly, at the (time) of happened is same assessment among amount of evaluator, hence chief of siding cannot decide result of passing enquette voice many.
f. Using same evaluation method, is important to be paid attention, because if in every different work lini ( spt; engineering, production, support, managerial, or sales & marketing) and then use different evaluation method also, hence ascertained at the time of compilation of system grading, hence work weight to each work lini cannot diploy, for no equivalence at definition and factor or of value of assessment score.
g. Work information have to complete, mean at the time of evaluation job executed, besides attended by expert matter subject, hence require to equip by document work besides description of job, job qualification requirement, work steps, require to is also provided with note chore of job holder, or equipment of other job information to support assessment obyectivity.
h. Work to evaluate, better have been holded by all evaluator job one day before executions of evaluation conference.
4. Discipline Conference Evaluate Work.
To support fluently of execution of job evaluation, needed preparation of rule the games to be used as guidance for executor process evaluation of job, given hereunder discipline example of siding evaluate work.
Chief and conference member come 10 minute before execution of conference
In execution of conference, all if evaluator do not take as problem evaluation appliance or methods
Subject Matter Expert during evaluation conference take place, not be allowed to hold appliance evaluate work
Chairman of the meeting is obliged to affirm / elaborating question all evaluator and as possible clarify answers of SME if needed, and [do] not be allowed to give assessment, but give authentication of assessment
All evaluator in assessing have to neutral and better don't use evaluator of clumps ( work group) which is assessing.

6. Determining Method Assessment.

In execution of work evaluation, there are 2 method which have been long enough been recognized that is qualitative method and quantitative method. Method Qualitative is a method work evaluation based on technique of ranking by comparing directly among one work with other work, this method commonly use if works amount which in company amount to relative a few of job (+50 jobs). Because mechanism of using comparison, hence weakness of this method is if the works amount of relative many, hence longer works of gauge compared to other work or between work compared to other work, will progressively deflect and also downhill of assessment objectivity . This matter happened because factor / subfactor used and mechanism compare to give very big facility to change interpretation him to work which is evaluating, so that if evaluated work relative many, occurences of him do not the of assessment result of form. While Quantitative method is a[n method evaluate work trying assessment factors quantifying having the character of qualitative yielding assessment having the character of qualitative become result of assessment which which in form of value / number, where the value of is result of enumeration of comulative of factors assessment of work. This method referred as many with techniques of Point System. These days quantitative method used by many companies, because in compilation of system grading will be able to easier identify him.

a. Qualitative Method.
Such as have isn't it above, more knowledgeable method qualitative by the name of Paired Comparison is process evaluate work by comparing among one with other work. By using assessment factors which have agreed on, usually consist of 3 factor assessment of have level indication ladder to able to among one work of comparator showing what is work have level is lower, same, or more difficult or easier if comparison it with work of the other. Equally entire/all work which have been registered, to be compiled by matriks by every work occupy vertical column and horizontal line at tables which have been prepared, hereinafter in each work column residing in horizontal line, input 3 assessment factor which was have ladder and have level set of selected measure, hereinafter process of is the each work will be compared to one otherly. Assessment giving mentioned sign ( in example of used by sign " x") in small box ( cordinat) among work residing in horizontal line and vertical column. At this case is used by assessment measure ( more high/dificult/heavy, it same of high/dificult/heavy , or do not high/dificult/heavy) we specify which work is which occupy rank as according to assessment measure of comulativity. After finishing we compare all work, hence is hereinafter calculated to the each work how much getting value ( taking example more important, is ad for important, and not important, after performed by comparison, hence we earn to conclude which works is which occupy. In this example is we use of measure value from the aspect of importance of the work an organizational function, so that can emerge case where 1 place of rank there are more than one work. In many small companies which do not have the amount of works more than 10 until 20 work, understanding of this rank can be made by base of grade ( work levelering), but one question will emerge, will 2 work in one rank given the compensation is sameness ?. Possible This question become base expand method of qualitative ( technique of point system). It is important to know that continuation of step analyse work after the finishing of execution of work evaluation is design and compile system grading, and in fact if we will design system grading which the was need of will be used as base giving of compensation, hence liking or not like we need result of work evaluation using technique of point system, but if reader wish combined technique of rank with technique of point system, just this matter earn done, but we need 2 times of work, that is compiling rank beforehand later assess with technique of point system.

b. Quantitative Method.
Like have been touched above, that this method is the effort assessment factors is to quantifier having the character of qualitative become assessment factors having the character of quantitative. Mean by the end of assessment, each work will have a number of weights (value) in the form of number, what in the end assess to the each the work statistically will be compiled into recognized work level by the name of system grading. In general step which must be drawn up in execution of work evaluation by using quantitative method / technique of point system shall be as follows:

First phase;
Determining factor elements and of subfactor assessment which complete with its definition. Understanding of and factor of subfactor is an compiled statement element in such a manner become an reference assessment of work and designed by have ladder to simple ladder until complicated assumed ladder. In determining factor element and or assessment subfactor, matter which must be considered is concerning decided agreement problem entangling organizational functions of company, this matter was conducted used to assessment factors will earn to be accepted by all partys. After sure all partys have mutually agreed to, hence nowadays determine beforehand factor and subfacktor of assessment, taking example we isn't it that factors and subfactor the determined is as following :

1. Knowledge
Knowledge Of Management
Technical Knowledge
Applying of Technique Communications.

2. Problem Solving
Thinking Effort
Creative Thinking/inovative.

3. Responsibility
Decision Making
Risk Mistake
Secret Data

4. Work Environment
Condition Of work
Risk of Work

Second Phase;
After determining of factor and subfactor like above, nowadays we have to define of factor and subfactor, this matter is meant all of job evaluator in work interpretations into assessment factor, will have same constrain and Ianguage;

A. KNOWLEDGE ; Is factor assessment of knowledge demand (technical skilled and technical knowledge) which must fulfill by a worker to be able to do the the work better and correctness. Definition of knowledge factor and subfactor contain is :
1. Knowledge of Management; Is subfactor to measure level broadness of knowledge / formal academic degree / needed nonformal and can be applied in execution of planning, coordination, and observation / operation to exploiting / usage of company resource.

Level 1 ( functional duty);
Execution of duties in this work is duties which in character operational ( execution of specific activity which is contents and target its clear) or pursuant to very clear and direct instructions of superivisor. not entangle to plan, coordinating, and supervising others. If there is planning, using set of the time of is daily.

Level 2 ( supervisor duties);
Execution of duties in this work is duties which in character planning, coordinating, and operation / observation on the result of execution of technical worker group ( or equivalent with gaffer and or supervisor). Compilation of planning use set of the time of is weekly association or monthly).

Level 3 (Junior Manager);
Execution of duties at this work is duties of manager which in fact which nature of planning, coordinating, and operation / observation of the result of execution of tactical working team (compilation of planning use set of time 1 year forwards or more in the case of budget, determining priority work at its subordinate, relate to other organizational function in company, internal integration of job operation which good is homogeneous relative the nature and its target, and entangle coordination with company exterrnal side).

Level 4 (Senior Manager);
Execution of duties in this work is duties of manager senior ( director) which nature of planning, coordinating, and operation / observation of the result execution of strategic working team (Conceptual integration or operational of organizational functions / good different business unit is nature of and its target, function planning of flange at consolidation what is planned, and planning duration of some years).

2. Technical Knowledge; Is subfactor to measure level of deepness of knowledge / formal academic degree / needed nonformal and can be applied in technical skilled actuality at execution of work.

Level 1;
Execution of duty in this work is not claim complicated technical knowledge, only needing simple arithmetic (like -, x :).

Level 2;
Execution of duty in this work require of knowledge of arithmetic level by using formulas.

Level 3;
Execution of duty in this work to require of knowledge, skill , and experience of academy level ( nonteoritical). Emphasis of practical knowledge.

Level 4;
Execution of duty in this work to require knowledge, skill, and experience at erudite technical area ( spesialis) mount master ( program of S1) scope of understanding of conseptual ( principles) through the involvement of in experience face situation of conceptual understanding background.

Level 5;
Execution of duty in this work to require of knowledge, skilled, wide of experience at erudite technical area ( generalis) mount master ( program of S2) or this knowledge is got to through the involvement of in experience face situation of application background and conceptual evaluation.

Ladder 6;
Execution of duty in this work to require of knowledge, skilled, wide of experience at erudite technical area (generalis) mount master ( program of S3) or this knowledge is got through the involvement of in experience face understanding exhaustively of concept, principals, and got practice through experience in the field of company business. In this case work to require of understanding totally in concerning knowledge, target of, and direction move company.


3. Applying Of Technique Communications;
Is subfactor to measure of how big ability of communications between human being required to be applied in execution of work.

Level 1 ( base);
Execution of duty in this work to reqire of knowledge / skilled of communications in level given and take information to or from others (external/internal), used just for decent in day long in activity of relation efectifity in dealing with others.

Level 2 ( important);
Execution of duty in this work to reqire of knowledge/skilled of communications in level of Comprehend and communicate with others, giving the understanding of to others, giving explanation to subordinate, there are element influence others but not especial clauses to reach result of work.


Level 3 ( determining);
Execution of duty in this work to require of knowledge / skilled of communications in level of to influence, motivation, develop others to do something is which very needed and this done because determining result of attainment of work target, Efficacy of activity depended from subordinate job or from led people to be influenced so that focus to change others at work.


B. TROUBLE-SHOOTING;
Is factor assessment of work to demand of mental effort or physical which must be released by a worker to be able to overcome problems which emerge for the agenda of completion of task. As for the trouble-shooting factor contain subfactor.lpokijuhyu

1. Conscription Of thinking Effort;
Is subfactor to measure how big frequensi/level the mental effort in the case of to think to be able to finish work, or freedom of thinking as according to procedure, order, line item.

Level 1 ( Routine);
This Work have really same duty every day and only just use the thinking effort the abundantness, but only using skilled effort body organ and just the five senses. With indication; thinking in instruction boundary detailed and or preseden, action which must be taken clear or limited by direct controlling.

Level 2 ( Routine);
This Work have duty which much the same to every day and only sometime differ the just him of, but not use the thinking effort the abundantness. With indication; to thinking in standard working procedure boundary and of preseden, situation that relative rather complex where the result of having to referred to senior employee or supervisor.

Level 3 ( Routine);
This Work have duty which much the same to every day and only sometime differ the object, but not use the thinking effort the abundantness. With indication; to think in standard working procedure boundary and of preseden, situation that relative rather complex where the result of having to direfer to senior employee or supervisor.

Level 4 ( Flourishing Routine);
This Work have rather differing duty every day in the commodity, require to use the thinking effort limited by procedure or line item of standard. With indication; to think in face of problem which have identified, what action and how have been determined, tech reference manual have ad for or can be used if facing new problem situation.

Level 5 ( Standard);
This Work have different duty every day abbout items and commodity, require to use the think effort limited by company procedure. With indication; to think in finishing problem limited by company procedure, controll of job have the character of general, what action and how have been determined, worker required to conscript the thinking effort in finishing problems, bringing an action against, and considering his action consequence.

Level 6 ( Clear of Goals);
This Work have different duty every day both of items and commodity, require to use freedom of effort of thinking limited by company order. With indication; to think in finishing problem limited by rule of target ( what) have been specified, freedom of think in course of attainment of target limited by regulation/ policy / head input and instruction, what action and how have been determined, worker required to conscript the thinking effort in finishing problems, bringing an action against, and considering his action consequence.

Level 7 (Common/ general Goals Limited);
This Work have different duty every day both of items and his commodity, require to use freedom of effort of to think which only limited by guidance of general concerning reached result. With indication; to think in finishing problem limited by rule of target (what) have been specified, freedom of think in course of attainment of target limited by genral instruction concerning contribution what is expected from an any problems solution to company target and policy of government, problem cannot isn't it surely, freedom of think in anticipating arising out problem.

Level 8 (General of Goals);
This Work have very complicated duty and differ every day both of items and commodity, require to use freedom of effort of think which only limited by principles of company business. With indication; design and compile plan and guidance of business, target of and strategy ofbusiness, limited by principles of business and target of general business, anticipating general issue able to emerge in attainment of company final purpose.

2. To think of creativity/innovative;
Is a subfactor to measure how big frequensi / level of thinking effort in the case of analysis / inspection, evaluation, or conscription of creative idea / original to solve problems which emerge, and also hereinafter present action alternative to be able to overcome the problem of execution of work.

Level 1 ( Pattern);
This Work, apparition of problems is same, or even so differ only at the just commodity of. With indication; is same problems of continously emerge at identic situation and also only needing trouble-shooting by modestly pursuant to preseden ( experience).

Level 2 ( Variable);
This apparition work of problems of rather differ on same situation, resolving of can use until 2 alternative category. With indication; Election of trouble-shooting solution alternative can study from experience. If have been selected, solution of needn't be adapted to selected problem because is same problem have faced many times in the past.

Level 3 ( Adaptive);
This apparition work of problems of differing or varying in different situation also, resolving of will use some alternatives. With indication; Because given on to situation differ hence trouble-shooting need to identify and select from trouble-shooting by using an application of knowledge problems and the problem is complex and variative.

Level 4 ( Hazy);
This Work of apparition of problems is varying and complex and the trouble-shooting have to be adapted at company condition and situation. With indication; situation differ needing analytic interpretation and/or constructive idea and level of judgement ( by manajerial, commercial, and technical) significant evaluation which isn't it, in trouble-shooting require to dig fact to define further problem before finding his solution, there is no correct answer.

Level 5 ( Speculation);
Apparition of problems in this work have highly varied and very complex and the trouble-shooting of have never exist. With indication of Situation that need creative idea and development of new approach and concept which isn't it will give contribution to development of idea and knowledge, needing speculative judgement, specifying philosophy and direction a period of future.

C. Accountability; Is a factor of work assessment to responsibility demand at the risk of mistake which emerge for the agenda of solution of work. There is the responsibility of subfactor consist:

1. Decision Making;
Is a subfactor to measure how big frequensi / authority level to delegation of the power to be able to determine an decision of result of analysis self-supportingly limited by policy / company order.

Level 1 (Limited);
This Work not be required to execute decision making action, for the agenda of solution of problem determined by oral instructions and written with clear step.

Level 2 (Directional);
This Work in executing decision making action limited at scope of compile and arrange activity sequence.

Level 3 ( Standard);
This Work in executing decision making action limited in the scope of compile, arranging activity sequence, way of activity, and workplan re-review and also result of work.

Level 4 ( Selected);
This Work in executing decision making action determined with time and result to reach to have, contribution in specifying usage of annual resource, and re-assessing result of job.

Level 5;
This occupation in executing decision making action have room move in specifying things having the character of technical operational / functional in organizational function which that managed, and re-assessing attainment of goals, usage of budget, and job result.

Level 6;
This Work in executing decision making action have room move in specifying by inself what items and how his reaching, specifying functional policies, control to other organizational units which have the character of operational take care.

2. Risk of Mistake;
Is subfactor to measure how big affect from mistake that happened to accounted on consequence of company to concentration result of work.

Level 1 ( Indirect);
If happened mistake in job result, impact which emerge was indirectly felt in organizational function and in the other organizational function, the work have the character of readyly information, record-keeping, ready data to be used to service of function / others for end result with important category.

Level 2 (direct to function);
If happened mistake at job result, impact which emerge direct felt only in organizational function where the work reside in the case of ( with repair consequence which do not bother function of anything), this work have the character of interpretative, advisory, ready to service for the function/others in taking an action.

Level 3;
If happened mistake in job result, impact which emerge direct felt by all involved in organizational functions specify result of job, so that the consequence of repair of system work equivalent and others, this work have the character of specified by together function / others in or outside unit ( except head and subordinate), work having delegation account/authority bring an action against and determine end result.

Level 4;
If happened mistake in the job result, impact which emerge felt direct and can influence emulation position with other company (sale volume), so that the consequence of the repair of policy of company. This work have the character of to specify direct policy or decision influence earnings / expenditure of company.

3. Responsibility of Expense;
subfactor to measure how far the work directly manage finance, in the case of usage or operation of execution operating expenses (in the scope of work to determine of revenue, management of project, expense of payroll, and others).

Level 1 (Minimum); Gyrating under Rp. 100.000.000
Level 2 (Very Small); Ranging from of Rp. 100.000.000 until 1 M
Level 3 (Small); Ranging from of Rp. 1 M until Rp. 10 M Level 4 ( Middle); Ranging from of Rp. 10 M until Rp. 100 M
Level 5 ( Big); Ranging from of Rp. 100 M - Rp. 1 T
Level 6 ( Very Big); Ranging from of Rp. 1 T until Rp. 10 T.

D. Work Environment;
Is possible accident demand happened and inextricable by a worker for the agenda of completion of task. As for environmental subfactor of the job consist of:

1. Work Condition;
Subfactor to measure how big level of work environmental not confortability resulting annoyed bounce and worker physical, during the executing of its job.

Level 1 ( Balmy);
This Work reside in room condition/environmental of white colars job within reason habit, not there are existence of intruder of health / freshment work.

Level 2 ( rather Balmy);
This Work reside in the room condition / environmental of job which sometime get intruder factor like; noise, vibration, extreme weather, or one of the factors.

Level 3 ( Not balmy);
This Work reside in the room condition / environmental of job which sometime get intruder factor like; chemicals smells, dirt, gas, chemicals vapour, or one of the the factors which result iritation.

Level 4 ( Bothering);
This Work reside in the room condition / environmental of job influenced by existence of factors of toxic, chemical dirt, condition and fume which do not ergonomis.

Level 5 ( Very bother);
This work reside in the room condition / environmental of job influenced by existence of potency factors of radiation, electromagnetic field, and factor trouble of biologic.

Level 6 ( Threatened);
This Work reside in the room condition / environmental of job influenced by existence of factors very not balmy and during which relative shorten potency can influence health of physical and mentall.

2. Work Risk;
Subfactor to measure how big mount security in the case of position work or situation that affect accident threat which do not be obviated ( hazardous) to worker in working him.

Level 1 (secure);
This Work reside in on course or secure situation that in general, but if happened accicent not result losing of office hours ( like small bodily injury/light).

Level 2 (Secure Possibly);
This Work reside in on course or secure situation that in general, But if happened accident will result loss 1 until 3 workday ( like bodily injury burn or jabed).

Level 3 (Rather of dangerous);
This Work reside in on course or situation that in general danger, if happened accident will result loss 3 until 7 workday (like; burnt and or cut).

Level 4 (Dangerous);
This Work reside in on course or dangerous situation that (rather heavy accident category), if happened accident will result loss more than 7 workday ( like; broken bone, losing of legs and hands, but [do] not bother vital body organ function).

Level 5 (Very Dangerous);
This Work reside in on course or dangerous situation that (very heavy accident category), if happened accident will result permanent handicap which result bother body function permanently.

Level 6 (Menacing of soul/ head);
This Work reside in on course or dangerous situation which is very (fatal accident category), if happened accident will result fatal accident pass away.

Phase of third;
After us define all of factors and subfaktors assessor of work along with its level, then give the each value scale, in each subfactor to each level, with assumtion that and factor of subfactor the specified is like above mentioned. Process giving of value is also got from agreement result from each personnel from organizational function to by there in specifying the value. Require to be paid attention in assigning value to the each and factor of subfactor, this matter very influence by nature of and character and also company business type. For example in education environment having education business core, hence usually the percentage of biggest proportional on the knowledge factor, but will very differ in business which in character product with biggest goals to profit, hence percentage of biggest proportional usually will be passed to trouble-shooting factor, that way the things of if in peripatetic company services of transportation business take example, big possibility was percentage of biggest proportional will be passed to the work condition. Hence suggested between the cup and the lip factors & subfactor assessment, and to give of its percentage of value to factor / subfactor assessment , forum have to really know the nature of the company business character, so that later result of from work evaluation earn can aplikation in meaning can give compensation which motivating, to be felt fair, and form nature compete healthy among worker, what in the end will be able to improve company performance. Is started with give of percentage value is flattened particularly, in this case there are 4 factor, hence each factor will get the percentage of 25% flattening. Hereinafter in the agreement forum start to compare the each factor to get value of percentage of which assumed by representative which the was comparison process of the based at one particular guidance ( like which have isn't it above; to using an guidance of the nature of company character to be used in course of comparison and get value which percentage of proporsional in each factor), taking example after performed by deliberation and agreed on giving of value like hereunder:

1. Knowledge (20%)

· Knowledge Of Management (35%)
· Technical Knowledge (25%)
· Applying of Technique Communications. (40%)

2. Problem Solving (30%)
· Thinking Effort (30%)
· Creative Thinking/inovative. (70%)

3. Responsibility (35%)
· Decision Making (40%)
· Risk of Mistake ( 35%)
· Risk of Cost (25%)

4. Work Environment (15%)
· Condition Of work (40%)
· Risk of Work (60%)

Phase of fourd;
From value of percentage of factor and subfactor assessment, nowadays we will to tranformation into absolute value ( nominal), this conducted by operation all of your values of percentage of factor at one particular value scale; taking example we just earn use scale assess with l 10, or 100, or 1000, or even with any value, but the consequence of that nominal / value used by one of the factor have to is also used by other factor, and so on. In this case we use value with multiplication of the nominal, like hereunder

Result enumeration of value to each of the and factors and subfactors above, amd then we integrate into his level, hence such value is value mount early later on we will continue with stipulating of value to the each level. Stipulating of value to the each level can be specified multiplied or add with an coefficient factors or adder, to more clear can be seen in table hereunder, in this case every value of subfactor will be added with adder factor as according to value of subfactors.