The classification system

The primary aim of the classification process is to provide a means of applying appropriate and equitable rates of remuneration to employees performing various types and levels of work, taking into account the organisation in which the work is performed and the Public Sector as a whole.

The process of assessing the classification level of a position involves:

  • consideration of the work value of the position and in the case of reclassification, any significant changes in work value;
  • comparison of both internal and external relativities, i.e. positions of similar work value within the agency and the Western Australian Public Sector, with internal taking precedent over external. External comparisons should be examined more closely than simply reviewing the JDF;
  • and consideration of the Mercer CED job evaluation system.

The work value of a position is established by considering:

  • the type and nature of work performed;
  • the skills required to carry out important aspects of the work;
  • responsibilities required of the position; and
  • conditions under which the work is performed.

For the reclassification of a position, it will be necessary to establish that there has been a significant, demonstrable and ongoing change in the work value. Care should be taken not to confuse work value with work volume.

Classification Tool

Mercer CED is the classification tool approved for the classification of positions above level 8. It is to be used as a guide to the classification level, in conjunction with the principles outlined above.

The Mercer CED license in Australia is held by Mercer (Australia) Pty Ltd. Refer important note under “External Providers”.

The Mercer CED job evaluation system expresses the worth of a position in work value points, which are determined by assessing eight sub factors that are based upon a systems approach to understanding jobs. This approach considers all jobs in terms –

  • the inputs required for the position;
  • the processes involved in carrying out the functions of the job; and
  • the outputs required for the position.

The eight sub-factors form three primary factors with subfactors, as follows –

  • Expertise (Input)
    • Knowledge & Experience
    • Breadth
    • Interpersonal
  • Judgement (Processing)
    • Job Environment
    • Reasoning
  • Accoutability (Outputs)
    • Impact
    • Independence & Influence
    • Involvment

A Job Analysis process is used to assess a position, and a numerical value assigned, to each of these factors. The total score is then compared to the points required for each classification level.


Page last updated 24 September 2012