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J O B • C L A S S I F I C A T I O N

The Cognitive Complexity Levels of Jobs

    UMGHR utilizes the levels of Job Complexity for strategic Organizational Development, Structural Alignment, Job Classification, and Professional Development. “Levels of Work” is an empirically based system for measuring a job’s level of cognition. It is an objective and quantitative method used to match jobs for internal equity analysis and market comparisons, developed by Daniel Ulibarri, President of UM Global HR and Elena Mason, Vice President of UM Glboal HR.

    The basic premise is that jobs in hierarchical pay grades should increase in complexity, and that jobs in the same pay grade should be of the same level of difficulty.

    For this purpose we use our proprietary “Levels of Work Complexity Classification Matrix®” to determine a job's cognitive complexity. The approach is useful particularly for jos that are difficult to classify, new or subject to appeal. The Matrix includes the time-span range for each band, detailed description of the work role, objectives, management features and financial responsibility, and typical job titles. This information makes it possible to classify a job accurately.

Basis For Complexity Determination

    The levels are based on research that correlates a job's level of difficulty with “time-span of discretion.” This is the time it takes to complete the longest task associated with a position’s essential duties, in which the employee, without supervisor or others intervention, makes all decisions. In other words, the longer the time-span is, the more decisions, more unknowns, and hence the greater level of difficulty.

    For validation, the supervisors and managers from our clients' side of the house review and sign off on the classifications review results.

Next Step - Point Factor Analysis

The next step in the UMGHR process is to rank the positions in each pay band. We do this through point-factor scoring of compensable factors as describe in our section for point factor method