PGN Job Fox is the technology we use to standardize information about job positions through systematic arrangements and categorization of jobs according to key functions, responsibilities, qualifications, and complexity of the work performed. This is the same application we use for collecting market data where registered users upload their data as and when there are changes to data.
Access to PGN HR's Job Fox Here
The creators of PGN Job Fox have studied more than 9,000 job positions in colleges, universities, governmental agencies, and fortune 500 organizations. The study began in 2004 and continues today as more and more organizations sign up to add their unique job positions into the results.
Job Fox is scalable. It can be broad-based, meaning several like positions are grouped in one classification, resulting in fewer classifications. They can also be based on job family. Either way, under Job Fox all jobs are analyzed and placed in proper classification hierarchy according to jobs' complexity levels.
In classifying jobs into appropriate hierarchy, an objective job analysis process must be carried out. Job analysis starts with collecting information about the job through various means. The fastest way to collect data about jobs is through Position Description Questionnaire or PDQ, which is part of this application.
After jobs are analyzed and arranged in hierarchy, the next step is to attach corresponding value to the jobs. This process is called "Job Evaluation".
Job Evaluation is a process of arranging jobs into a hierarchy of job worth -- using statistics and unique algorithm to objectively determine the job's value. Job Evaluation is also known as “valuing jobs”. The more complex the job’s demands, the higher the pay.
To determine a job’s worth, it is necessary to first identify compensable factors that are considered valuable to the organization. Compensable factors are driven largely by the organization's culture, and this fact is acknowledged and tapped when we work with organizations to identify factors that are important to them. Job Fox captures these information and attach quantitative values to each qualitative factor.
Compensable factors have varying weights depending on their importance to the organization. Some factors carry more weight than the others.
Compensable factors may differ by classification. Top executives have measurable goals and objectives that require specific knowledge and skills sets that are not universal to the organization.
Examples of compensable factors are: 10-year objectives, licensure, academic degree, industry experience, peer-reviewed journals and published research.
Job Fox is created by a Human Resources & Compensation Professional and a Cognitive Psychologist who specializes in Applied Adult Cognitive Development.
The creators of Job Fox have studied more than 9,000 job positions in colleges, universities, governmental agencies, and fortune 500 organizations. The study began in 2004 and continues today as more and more organizations sign up to add their unique job positions into the results.