Top Important Compensable Factors in Job Descriptions

By hrlineup | 21.12.2020

Creating a more detailed and fascinating job description is very important. So employers should consider capturing the attention of the best qualified applicants. A job description advertises essential job duties, requirements, and skills involved in a particular task.

Likewise, a more detailed job description will include a personality character, education, skills, and background experience. This kind of job description is also known as job specification. To get a perfect candidate matching their job description, employers must state compensable factors in job descriptions. These factors allow the applicant to see the job’s rank as well as the values of the company. When writing an effective job description, employers should include the following elements.


Employers outline the required level of formal training for the job described. It also includes basic knowledge that the employee should have acquired to complete the job successfully.

Work experience

Evaluates the history of work for the candidate in case they have worked in similar organizations before. It shows the ability to perform the central aspect of the job competently.


The extent to which an employee has to manage and control given assignments. Are they responsible when handling equipment? Are they also responsible for any damage or loss of assets? Do they understand and care for fellow employees?

Confidential information

Evaluates the degree in which an employee can handle the organization’s private information. It also states the importance of discretion and consequences in case of disclosure.

Working conditions

The success of work depends on the environmental conditions in which employees operate. If there is anything harmful or dangerous within the organization, employers will notify the employees. Letting employees know will enable them to understand the surroundings they will work in and for what duration. They will also see if they will be working alone or as a team to get results


Evaluates the degree to which the employee should monitor, explain, and direct fellow employees’ duties. It also shows if the employee will work under supervision from their superiors and to what extent.

Complexity of work

Evaluates how the employee will be able to handle different levels of work. They also get to understand if they need supervision from their superiors.

Effect of decisions

Evaluates the employee’s decisions that negatively affect the organization. Such choices include improper equipment handling and other prescribed services. Will they handle any damages as a result of bad decisions?

Technological proficiency

Evaluates the level of technical skills required to execute a specified task successfully.

Mental, physical, and visual requests

Evaluates the employee’s concentration degree. Do they have any of these requests like visual strain and fatigue?

Compensable factors in job evaluation have proven to be very beneficial not only in formal organizations but also in local businesses. As much as it encourages transparency in the assessment procedure, the organization’s accountability may increase in the process too. So why not apply these compensable job factors and vet the most qualified applicants?