The introduction of job evaluation system in an Italian university. The case of A. Avogadro University

Abstract

This paper deals with the implementation of a job evaluation system in a University in the North of Italy (A. Avogadro University).
Job evaluation in public organizations is characterized by specific issues (high bureaucracy, high organizational complexity, high influence by trade unions, etc...), in particular in those supplied services in
which human resources role is of outstanding importance.
Sometimes, the high organizational complexity (in terms of dimension, number of levels, aggregations stages, coordination instruments, etc...) depends on the complexity of university management.
The project goals are the following:
- to adopt the guidelines of National Labour Contract (CCNL) and local updating;
- to provide university central administration with a managerial tool to manage human resources;
- to form the basis for the development of a management by objectives (MBO) system;
- to give to central administration some concepts about the process reengineering of university organizational lay-out.
This job evaluation system is based on a series of "common principles" agreed by both university top management and labour associations. These agreed principles are coherent with the up-above mentioned
goals. The point-factor rating method was applied. The factors selected by the university central administration and the trade unions in accordance with the National Labour Contract were the following:
- degree of responsibility
- complexity of job
- size of the structure
- specialization
- innovation
On the basis of the points obtained through the application of this method four ranks of responsibility and payment were established.