Factor Evaluation System

Factor Evaluation System
The method for determining an occupational series is the same for all positions, but the methods for determining
grades differ according to the basic job evaluation approach used. The Factor Evaluation System (FES) is the
method most often used to assign grades to nonsupervisory positions under the General Schedule.
FES includes nine factors common to most nonsupervisory positions in General Schedule occupations. Several of
these factors have two or more sub factors
Fes Factors
Factor 1 - Knowledge Required by the Position
 Kind or nature of knowledge and skills needed.
 How the knowledge and skills are used in doing the work.
Factor 2 - Supervisory Controls

 How the work is assigned.
 Employee's responsibility for carrying out the work.
 How the work is reviewed.
Factor 3 - Guidelines
 Nature of guidelines for performing the work.
 Judgment needed to apply the guidelines or develop new guides.
Factor 4 - Complexity
 Nature of the assignment.
 Difficulty in identifying what needs to be done.
 Difficulty and originality involved in performing the work.
Factor 5 - Scope and Effect

 Purpose of the work.
 Impact of the work product or service.
Factor 6 - Personal Contacts

 People and conditions/setting under which contacts are made.
Factor 7 - Purpose of Contacts

 Reasons for contacts in Factor 6.
 Note: In some FES standards the point values for factors 6 and 7 are combined into a matrix chart. The
levels of each factor are described separately.
Factor 8 - Physical Demands

 Nature, frequency, and intensity of physical activity.
Factor 9 - Work Environment

 Risks and discomforts caused by physical surroundings and the safety precautions necessary to avoid
accidents or discomfort.
Characteristics of FES
 A factor is a major classification category that identifies aspects of a job for which the business is willing to
pay.
 The most common compensable factors in a small-business factor evaluation system include skills,
responsibilities, effort and working conditions. Each compensable factor includes a number of sub-factors
that further categorize aspects of a job into more specific components
 While the number of compensable sub-factors is based on the total number of attributes for which the
business is willing to pay, the relative weight each carries is often linked to the business’s vision.
 More closely a sub-factor links to the business’s vision, the greater its compensable value.
 Pay schedules or grades are typically set using the business’s annual budget and local, regional or national
salary market data. Each schedule sets the wages for a job based on its total points
Position of Evaluation Statement

It gives a detail description of various factor
Factor Levels
1.Knowledge Required by
the Position
2.Supervisory Controls
3.Guidelines
4.Complexity
5.Scope and Effect
6.Personal Contacts
7.Purpose of Contacts
8.Physical Demands
9.Work Environment
FACTOR 1, KNOWLEDGE REQUIRED BY THE POSITION
This factor answers two questions:

 What kind and level of knowledge and skills are needed; and
 How are they used in doing the work.
Under FES, the knowledge factor includes information or facts the employee must know to do the work.
Sometimes a description of a skill requirement, which is generally observable, will be more precise. Show only the
knowledge and skills essential for full performance of the work. Generally four or five statements are enough.
FACTOR 2, SUPERVISORY CONTROLS
This factor includes:
 How the work is assigned;
 What the employee's responsibility is for carrying out the work; and
 How the work is reviewed.
a. The first sub factor considers how the supervisor defines assignments to the employee.
b. The employee's responsibility measures the degree of independence the employee has in making
decisions.
c. The nature and extent of review of positions range from close and detailed, to spot check, to
general review.
FACTOR 3, GUIDELINES
This factor has two sub factors:
 The kind of guidelines used in doing the work; and
 How much judgment is needed to use them.
a. The first sub factor addresses the guides themselves. Employees may use guides, such as desk
manuals, agency regulations, standard operating procedures, handbooks, policies, and precedents.
b. The absence of directly applicable guidelines may require the employee to use considerable
judgment in adapting current or developing new guidance.
FACTOR 4, COMPLEXITY
The three parts of this factor consider:

 The nature of the assignment;
 What the employee considers when deciding what must be done; and
 How difficult and original are the employee's actions or responses.
It is important to study the applicable FES standard before describing this factor because the kind of
information needed differs from occupation to occupation.
a. Characterize the work in terms of the nature and variety of the tasks, methods, functions, projects,
or programs carried out.
b. Some employees have little or no choice about how to perform the work. Others may have to
develop, analyze, or evaluate information before the work can progress.
c. In some situations the work is mastered easily, and the employee takes the obvious course of
action. The level of difficulty and originality increases as the employee considers differences in
courses of action and refines methods or develops new techniques, concepts, theories, or
programs to solve problems.
FACTOR 5, SCOPE AND EFFECT

This factor includes:
 The purpose of the work; and
 The impact of the work product.
a. The first subfactor states the objective to be achieved. This may involve the conclusions reached
and decisions or recommendations made; treatment or service provided; results of tests or
research performed; or approvals or denials made.
b. The impact of the work product or service identifies who or what benefits from the employee's
work and how this benefit is realized.
FACTOR 6, PERSONAL CONTACTS

 This is a one part factor covering the people contacted and the conditions under which the
contacts take place. Creditable contacts are those made both face-to-face and by telephone.
Describe contacts in terms of the work relationship, unusual circumstances in arranging the
exchange, problems in identifying the role or authority of those taking part, or use of different
ground rules in different situations.
FACTOR 7, PURPOSE OF CONTACTS

 This factor can be described by the following examples: to give or exchange information; to
resolve problems; to provide service; to motivate, influence, or interrogate persons; or to justify,
defend, negotiate, or settle matters.
FACTOR 8, PHYSICAL DEMANDS

 This one part factor describes the nature of physical demands placed on the employee.
 Efforts such as climbing, lifting, stooping, and reaching can be important.
FACTOR 9, WORK ENVIRONMENT

 This one part factor describes the physical surroundings in which the employee works and any
special safety regulations or precautions that the employee must observe to avoid

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Factor Evaluation System

Factor 2 - Supervisory Controls

Factor 5 - Scope and Effect

Factor 6 - Personal Contacts

Factor 7 - Purpose of Contacts

Factor 8 - Physical Demands

Factor 9 - Work Environment

Position of Evaluation Statement

FACTOR 1, KNOWLEDGE REQUIRED BY THE POSITION

This factor answers two questions:

The three parts of this factor consider:

FACTOR 5, SCOPE AND EFFECT

FACTOR 6, PERSONAL CONTACTS

FACTOR 7, PURPOSE OF CONTACTS

FACTOR 8, PHYSICAL DEMANDS

FACTOR 9, WORK ENVIRONMENT

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