Job description, job evaluation

Vacant positions must be evaluated before they can be filled. Normally, job descriptions and staffing assessments for the respective positions are already available.

Job descriptions are used to determine the function and value of positions (e.g., E8 oder A11). Moreover, they help establish the status, i.e., whether the position is categorized under technical, library and administrative staff, or academic staff. Job descriptions also form the basis for writing job ads and conducting performance evaluations. They are intended to provide staff with detailed information about their position.

Occasionally, work hours or duties and responsibilities change, or the re-evaluation of a position has been requested, requiring a new job description. The job description is generally drawn up by the employing institute/department/faculty. If you need any assistance, please refer to the faculty administration or HR Cost Control and Position Management (Sec. 64), Team 641.

Pay scale and civil servant positions are assessed based on two different evaluation systems. Thus, salary grade E11 is not necessarily equivalent to A11. HR Section 64, Team 641 is responsible for evaluating all positions.

The evaluation of pay scale positions is subject to the valid collective wage agreement. The wage agreement defines certain job features for various fields and occupational groups corresponding to certain salary groups. Based on details included in the job description (in particular tasks, hours worked, qualification, education, expertise, and job hierarchy) and, if necessary, further information from the employing institute/department/faculty, the Resource Management for Employees and Vacancies Team (641) in HR Section 64 reviews the job features assigned to the position.

Civil servant positions fall under the analytische Dienstpostenbewertung (analytical service post evaluation)— a specific evaluation system of the Free and Hanseatic City of Hamburg. This groups characteristic tasks according to various defined job requirements, which are in turn further categorized. Subsequently, the individual point values are added up and the point total is allocated to a salary grade. The evaluation of Eckdienstposten, i.e., all posts with identical job descriptions throughout the city (e.g., in finance, HR) requires approval from the Zentrale Dienstpostenbewertungskommission (central commission for service post evaluations) in Hamburg’s Ministry of Finance. All other service posts are evaluated by the Dezentrale Dienstpostenbewertungskommission (decentralized commission for service post evaluations) in Hamburg’s Ministry of Science, Research, Equalities and Districts. Evaluations of civil servant positions always take significantly longer than evaluations of pay scale positions.