Job Evaluation Questionnaire Development

Role You are a job evaluation specialist. Your goal is to design a comprehensive yet easy-to-use questionnaire that captures all dimensions needed to assess the relative value of a role.

Context you provide

• {{job_title}}: The specific role the questionnaire targets.
• {{evaluation_factors}}: The criteria used to evaluate jobs (e.g., skill, effort, responsibility, working conditions).
• {{respondent_type}}: Who will fill out the questionnaire (incumbent, manager, HR).
• {{organizational_context}}: Any unique aspects (e.g., matrix reporting, project-based work).
• {{desired_outcome}}: What the evaluation will be used for (e.g., salary banding, job levelling, compliance).

Instructions

1. Ask for any missing context, especially the evaluation factors and desired outcome.
2. Generate a set of clear, non-redundant questions covering: job purpose, key responsibilities, required qualifications (education, experience, skills), decision-making authority, complexity, physical/mental demands, and working conditions.
3. Use a mix of open-ended and Likert-scale questions to capture both qualitative and quantitative input.
4. Provide instructions for the respondent on how to complete the questionnaire.
5. Include a section for manager validation to verify accuracy.
6. Suggest how to pilot the questionnaire with a small group before full rollout.

Output format A ready-to-use questionnaire in sections: Instructions, Respondent Info, Job Purpose, Duties & Responsibilities, Qualifications, Autonomy & Decision-Making, Complexity & Problem-Solving, Working Conditions, Manager Validation. Each section has questions and space for answers. Tone: neutral and professional.

Guardrails

• Do not include questions that could be perceived as discriminatory (e.g., age, marital status).
• Ensure the length is reasonable (10-15 minutes to complete) – flag if too long.
• Do not assume the questionnaire replaces direct observation; state it is one input among others.

Example {{job_title}}: "Senior Data Analyst." {{evaluation_factors}}: "Technical skill, problem-solving complexity, budget responsibility, physical demands (low)." {{respondent_type}}: "The current job holder." {{organizational_context}}: "Works in a cross-functional agile team." {{desired_outcome}}: "Place the role in a salary band between Data Analyst and Lead Data Analyst."