Job Evaluation: Determining the Value of Information Officer and Information System Support Advisor Roles

This assignment focuses on determining the value of two different roles in jobs in an organization, Information Officer and Information System Support Advisor, through job evaluation. It includes job descriptions, skills and expertise, benefits and salary, hours of work, and responsibility for supervision. The assignment also discusses the factors that affect job evaluation and references.

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Name:
Course
Professor’s name
University name
City, State
Date of submission

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Introduction: Job Description
Job evaluation is determining a job value in relation to other categories of jobs in the
organization. It is a comparison systematically between jobs to determine their worth
relatively for purposes of establishing the pay structure rationally. It is a tool to review the
performance of an employee by an employer in establishing the pay levels in jobs
(Audenaert, et al, 2019).
In this assignment, we are going to determine the value of two different roles in jobs in an
organization. They are a) Information officer and b) information system support advisor.
Question 1 – This is straightforward – assign points to 2 factors. To write your own
factor level descriptors, use academic and example sources to develop your thinking.
Information officer Job description
In many organizations, an information officer is a valuable resource. Information needs to be
stored, distributed and managed effectively in an organization. This is the role of an
information officer. The main role of an information officer is:
1. Responsible for maintaining and managing databases.
2. Managing web resources and information catalogues.
3. They use their expertise to ensure that the information they manage is secure, safe and
accessible easily.
4. Information officers are also responsible for procuring and identifying information
that should be available and valuable for the organization (Armstrong, 2018).
5. Information officers may be responsible for managing project design, implementation
and development of new information management system when authorized by the
organization.

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6. They are the main contact point to other people who may require to access
information within the organization. They act as the information gatekeepers while
responding to pieces of information, responding to requests and training employees on
how to use internal catalogues and databases.
7. They are also responsible for conducting audits of information from time to time to
make sure that the information remains consistent, secure, accessible and of the
required quality.
Skills and Expertise
For an information officer, computer literacy is really essential. Most of their time is spent on
working and enhancing the digital resources. Such digital resources include the electronic
document and record management systems (EDRMS) and the content management system
(CMS).
Benefits & Salary
The starting salaries for low grade officer’s range from $ 20,000 to $ 30,000 annually, while
a manager of a senior officer can earn a maximum of $ 80,000 annually (Buckingham, and
Goodall, 2015).
Hours of work
The information officer are like any other employees in an organization. They tend to work a
nine-to-five schedule but it all depends on the kind of information that the organization is
working with. Depending on the type of organization, an information officer may work
depending on the requirements of the job. For example, work in a financial market may be
Mondays to Fridays just like the normal market days. Weekend work is rare (Bhatti, Shah,
and Khoso, 2019).

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Entry, Training and Progression in an Organization
Most of the organization employ undergraduate information officers. A relevant degree in
information management, archive management or information science can boost a person’s
chances of securing an entry level position. The second way of securing a job as an
information officer is by completing a relevant post graduate course. You get in as a
specialist in the job market. This will help you thrive ij the area of information management
(Cascio, 2015).
Information system support advisor Job Description
Informations system support advisors oversee the use of technology in a business
organization. The main work is to make decisions on maintenance, installation and upgrade
of all electronic technological devises that are used within an organization. This is because
they understand how to work with computer software’s, hardware’s, information system and
computer security. They mostly hold a bachelors in information science or computer science.
Informations system support advisors are executives who manage both computer and
information technology systems. They act with both the IT specialists and the organizations
top managers to improve technological productivity of and organization. Their main role
include;
1. An information system advisor is in charge of technological and computer related
research, productivity and development of business firms.
2. They are tasked to work with IT specialists like system analysts, computer engineers,
and computer support specialists and data security specialists. They work directly
under and report to the chief operating officer of an organization.

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3. They must understand technological needs of an organization and the company need
from technology (Mohan, Lanka, and Rao, 2019).
4. They research and implement ways for network and technology based systems to
increase the productivity of a company. They stay with the current and emerging
technology and organizational computing trends.
5. There day to day duties include coordination and planning of
 Software and hardware upgrades and installation
 Implementation of computer software and hardware
 Programming of systems
 Development of public internet sites and private intranet
 Personnel requirements and digital security installation.
Skills and Expertise
The skills for an information system support advisor is found from the undergraduate degree.
They mostly have done a degree in computer science or any other degree in technology. Most
of them in management levels have done a master’s in business administration with
computing, programming, mathematics and statistics as their specialization. Most of them
have more than five years of experience due to the level of the input required (Noe,
Hollenbeck, Gerhart, and Wright, 2017). The programs in business information systems are
ideal with a background in computer science or information technology. The projections in
the job market is that due to their high demand, the positions is favorable in the next 10 years
for qualified applicants. An awareness of the latest technological progress and experience in
this area gives experts a significant value in the organization.
Benefits & Salary

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The starting salaries for low grade officer’s range from $ 30,000 to $ 40,000 annually, while
a manager of a senior officer can earn a maximum of $ 130,000 annually.
Hours of work
The Information system support advisor work is like any other employees in an organization.
They tend to work a normal schedule but it all depends on the kind of information that the
organization is working with. Depending on the type of organization, an information officer
may work depending on the requirements of the job. For example, work in a financial market
may be Mondays to Fridays just like the normal market days (Shields, et al, 2015).
Physical skills
Level Factor level Descriptor Information
officer
(Points)
Information
system support
advisor(Points)
Maximum
points
1. Job requires physical activity
typical of everyday life
7 12 13
2. Job requires acquired physical or
motor skills normally obtained
through practical training,
involving care but not precision
20 15 26
3. Job requires training or
experience to a level of
proficiency and precision .
Dexterity, eye-hand-foot
coordination, large muscle
20 30 39

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movements and possibly speed
are required, with some variety
of activity
4. Job requires complex physical
skills acquired through formal
training , involving detailed hand
and/or finger dexterity and eye-
hand-foot coordination
40 45 52
5. Job requires highly specialised
training in physical skills;
training is lengthy and complex
50 60 65
6. Total points 137 162
Responsibility for Supervision
Level Factor level Descriptor Information
officer
(Points)
Information
system support
advisor(Points)
Maximum
points
1. Jobholder is responsible for own
work, and may be required to
show others how to perform tasks
7 12 13
2. Jobholder is responsible for on-
site work allocation and may
direct contractors/consultants
20 15 26
3. Jobholder provides non- 20 30 39

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permanent supervision to a
number of people with similar
roles in a project team
4. Jobholder has fulltime direct
accountability for supervising
more than one staff member or
coordinating a group on an
ongoing basis
40 45 52
5. Jobholder has fulltime direct
authority and accountability for a
range of personnel management
functions for more than one staff
member.
50 60 65
6. Total points 137 162
Question 2a - This is to see if you assess the factors based on the available information
and appropriately justify your decision of which job is more valuable
Mental skills
Level Factor level Descriptor Information
officer
(Points)
Information system
support
advisor(Points)
Maximum
points
1 Job requires judgmental skill 7 12 13

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to deal with familiar
problems, based on readily
available information
2 Job requires solution of
recurring problems with local
impact, by interpreting
information and using
reference
20 15 26
3 Job requires creative skill in
solving problems of
considerable complexity
20 30 39
4 Job requires multiple
advanced skills for solving
complex problems
40 45 52
5 Job requires highly creative
skills of complex problem
solving, setting strategic
goals and assessing
outcomes.
50 60 65
6 Job requires the development
of solutions to unique
problems
65 75 78
7. Total points 202 237

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Level Factor level Descriptor Information
officer
(Points)
Information
system support
advisor(Points)
Maximum
points
1. Job requires straight forward
decisions
10 20 20
2. Job requires literacy, mental and
oral skills
30 40 40
3. Job requires skills and
knowledge in an administrative
or manual specialization,
including ability to use complex
tools.
40 50 60
4. Job requires specialized skills
and knowledge of a trade, craft,
processing, technical, clinical,
commercial, administrative or
operational nature, drawing on a
specific knowledge based.
80 80 80
5. Job requires considerable skills
and knowledge in technical,
clinical, human relations.
80 90 100
6. Job requires advanced levels of
knowledge applied to
independent completion of
complex technical, clinical,
100 120 121

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administrative or operational
activities, without external
advice.
7. Total points 340 400
Question 2b: Add up the points and determine which Job would be paid more
Innitiative and indepedence
Level Factor level Descriptor Information
officer
(Points)
Information
system support
advisor(Points)
Maximum
points
1. Job requires straight forward
decisions
10 20 20
2. Job requires literacy, mental and
oral skills
30 40 40
3. Job requires skills and
knowledge in an administrative
or manual specialization,
including ability to use complex
tools.
40 50 60
4. Job requires specialized
skills and knowledge of a trade,
craft, processing, technical,
clinical, commercial,
administrative or operational
80 80 80

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nature, drawing on a specific
knowledge based.
5. Job requires considerable skills
and knowledge in technical,
clinical, human relations.
80 90 100
6. Job requires advanced levels of
knowledge applied to
independent completion of
complex technical, clinical,
administrative or operational
activities, without external
advice.
100 120 121
7. Total points 340 400
Based on weighted average point, an information system support advisor is more valuable
and will be paid more.
Question 3
What other sorts of information would be helpful to better evaluate the jobs? Would
this involve use of different factors?
There are several requirements and factors that affect job evaluation. Here is a list
1. Education
2. Experience levels
3. Technicality of the job

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4. Necessary skill set of the job required.
5. Market demand and access to the expert
6. Interactions on the job to people both employees and customers (Snell, Bohlander,
and Morris, 2015)
References
Armstrong, M., 2018. Armstrong's Job Evaluation Handbook: A Guide to Achieving Fairness
and Transparency in Pay and Reward. Kogan Page Publishers.
Audenaert, M., Decramer, A., George, B., Verschuere, B. and Van Waeyenberg, T., 2019.
When employee performance management affects individual innovation in public
organizations: The role of consistency and LMX. The International Journal of Human
Resource Management, 30(5), pp.815-834.
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Bhatti, K.U.R., Shah, S.A.S. and Khoso, I., 2019. Emerging Performance Management Styles
As The Dynamics of Individual Performance: A Case Study Of Public Sector Universities of
Pakistan. Grassroots, 52(2).
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Mohan, J., Lanka, K. and Rao, A.N., 2019. A Review of Dynamic Job Shop Scheduling
Techniques. Procedia Manufacturing, 30, pp.34-39.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

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Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P.,
Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing employee
performance & reward: Concepts, practices, strategies. Cambridge University Press.
Snell, S., Bohlander, G.W. and Morris, S., 2015. Managing human resources. Nelson
Education.