Relevant bibliographies by topics / Job evaluation

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Job evaluation'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Job evaluation"

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Mittal, Dr Santosh, Dr Prativindhya Saini, and Dr Renu Jain. "A Conceptual Study of Job Evaluation." International Journal for Research in Applied Science and Engineering Technology 11, no. 7 (July 31, 2023): 1315–22. http://dx.doi.org/10.22214/ijraset.2023.54881.

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Abstract: Job evaluation is the systematic process of determining the relative value of different jobs in an organization. The goal of job evaluation is to compare jobs with each other in order to create a pay structure that is fair, equitable, and consistent for everyone. In simple worlds, job evaluation is the rating of jobs in an organization. This is the process establishing the value or worth of jobs in a job hierarchy and compares the relative intrinsic value or worth of jobs within an organization. According to the International Labour Organization (ILO), “job evaluation is an attempt to determine and compare the demands which the normal performance of a particular job makes on normal workers, without taking into account the individual abilities or performance of the workers concerned”. In this article, we will focus on the process of Job Evaluation and the methods of Job Evaluation analytical and non- analytical methods along with their managerial implications.
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Schwab, Donald P. "Job Evaluation." Industrial and Labor Relations Review 41, no. 2 (January 1988): 323. http://dx.doi.org/10.2307/2523654.

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Kaupins, Gundars. "Influence Of Job Familiarity On Job Evaluation Ratings." Journal of Applied Business Research (JABR) 6, no. 3 (October 21, 2011): 80. http://dx.doi.org/10.19030/jabr.v6i3.6293.

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The effect of job familiarity on job evaluation ratings was investigated. Data came from a survey of 222 personnel specialists and middle to upper level managers. The results failed to show significant associations between various measures of job familiarity and job evaluation ratings of 7 jobs.
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Naughton, Thomas J. "Effect of Female-Linked Job Titles on Job Evaluation Ratings." Journal of Management 14, no. 4 (December 1988): 567–78. http://dx.doi.org/10.1177/014920638801400407.

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In this study an experiment was performed to test whether sex role stereotyping evoked through female-linked job titles might influence job evaluation ratings. One hundred and ten subjects who had received training in job evaluation procedures rated two jobs on nine factors commonly used in job evaluation plans. For one half of the subjects the job titles for the two jobs were changed to reflect a female sex linkage. The results indicate that one of the two jobs with a femalelinked job title received 5.6% fewer total points. A key finding was that, in comparison to the sex-linkage effects, a large proportion of variance in ratings reflected between job differences. Where bias occurred, however, it appeared to be based on job contentfactors (effort and responsibility required) rather than skill or human capital (education and experience)factors. Potential implications for managers as well as limitations of the research are discussed. Suggestions for future research are also noted.
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Jamil, Amber, Tasneem Fatima, and Bilal Mirza. "The Job Complexity Effect on Job Outcomes: The Role of Positive Core Self-Evaluation as Moderator." Lahore Journal of Business 6, no. 1 (September 1, 2017): 41–70. http://dx.doi.org/10.35536/ljb.2017.v6.i1.a3.

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This paper examines the moderating effect of positive core self-evaluation (CSE) in the job complexity and job outcomes (job satisfaction, job performance and job creativity) relationship, using a sample of 295 workers from various public and private sector organizations in Pakistan. The results show that a positive relationship is found between job complexity with job satisfaction, job performance and job creativity. Positive CSE moderates the job complexity and job outcomes (job satisfaction and job creativity) relationship and strengthens the positive relationship between job complexity and these outcomes. However, it does not moderate the job complexity and job performance relationship. The results suggest that individuals with elevated CSE due to positive self-evaluations respond more positively to the challenge stressor of JC and tend to become not only more satisfied with their jobs, but also more creative.
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Lewis, Chad T., and Cynthia Kay Stevens. "An Analysis of Job Evaluation Committee and Job Holder Gender Effects on Job Evaluation." Public Personnel Management 19, no. 3 (September 1990): 271–78. http://dx.doi.org/10.1177/009102609001900304.

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In a study designed to examine the impact of knowledge of a job holder's gender and the dominant gender of a job evaluation committee on job evaluation ratings, knowledge of job holder gender was found to significantly bias committee ratings. The same position was rated more highly when it was held by a male than when it was held by a female, regardless of whether the job evaluation committee was dominated by males or females. This evidence of gender-based discrimination underscores the importance of maintaining anonymity of job holders when conducting job evaluation. Unavoidable bias, which may occur in smaller organizations where the identities of job holders are known, suggests that mandating job evaluation as a means of implementing of comparable worth may be only a partial solution at best.
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EL Hajji, Muhammad Ali. "Protocol of Job Evaluation: A Bird's Eye View." International Journal of Human Resource Studies 2, no. 1 (January 5, 2012): 27. http://dx.doi.org/10.5296/ijhrs.v2i1.1248.

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Job evaluation has become one of the most systematic and rational paths for an organization’s fair and equitable wage and salary determination. It has become a reality within an organization’s wage and salary administration. This article tries to investigate the inside concepts, dimensions, premises, and process of job evaluation. It extends to include the universality of job evaluation as a common phenomenon in organizations, particularly large ones. In view of this, this article explores and discusses the variety of ways in which job evaluation is viewed and defined. It also provides a sound understanding of the theoretical / philosophical context of job evaluation. In so doing, the article examines the combination of the conceptual and technical aspects involved in the job evaluation process, which demand good management sense and skill. Keywords: Job evaluation, Dimensions, Jobs comparison, Prerequisites, Relativities, Different views, Elements and Stages, Universality.
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Dwivedi, Sheema. "Industrial Psychology: Job Analysis and Job Evaluation." International Journal for Research in Applied Science and Engineering Technology 9, no. 10 (October 31, 2021): 1708–11. http://dx.doi.org/10.22214/ijraset.2021.38674.

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Terzis, Vasileios, and Anastasios A. Economides. "Job Site Evaluation Framework (JSEF) and comparison of Greek and foreign job sites." Human Systems Management 24, no. 3 (August 3, 2005): 223–37. http://dx.doi.org/10.3233/hsm-2005-24305.

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Job sites are emerging as a successful way of job finding and filling. Job seekers are using job sites to find appropriate jobs. Recruiters are using job sites to find appropriate employees. This paper provides a Job Site Evaluation Framework (JSEF) both from the job seeker and the recruiter point of view. This framework may be useful for job seekers, recruiters and job site designers. Furthermore, the paper evaluates the state of Greek job sites in comparison to foreigner ones. Guidelines and proposals for job sites improvement are given.
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Chen, Y., C. Jing, and G. Xu. "A COMPREHENSIVE MEASUREMENT MODEL FOR JOB-HOUSING BALANCE CONSIDERING SPATIAL INTERACTIONS: A CASE STUDY IN SHANGHAI." ISPRS Annals of the Photogrammetry, Remote Sensing and Spatial Information Sciences X-1/W1-2023 (December 5, 2023): 311–18. http://dx.doi.org/10.5194/isprs-annals-x-1-w1-2023-311-2023.

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Abstract. Assessing jobs-housing balance (JHB) is crucial for the optimization of urban spatial pattern and transportation planning. However, due to the limitations of traditional data and the inability to integrate evaluation indicators, the evaluation results may be bias, conflicting with common sense. Considering interaction of multiple factors, a Job-housing balance measurement model (JHBM-SEM) was proposed to accurately evaluate the degree of JHB in a certain area. To address the problem of multi-indicator fusion, the structural equation model is used to incorporate the advantages, limitations and complementary relationships of each evaluation indicator into the evaluation process. A function relationship is defined between factor loadings, path coefficients, and variable scores to construct the measurement model and obtain comprehensive evaluation results. In addition, by integrating multi-source spatiotemporal big data mainly based on mobile signaling data, the paper can effectively mine the current status of job-housing balance in cities, and solve problems such as low precision and granularity of traditional data. The model was validated using Shanghai as an example, and the results show that compared with classical methods, the model's results are more consistent with the real situation of regional jobhousing patterns. It can identify the pseudo-balance phenomenon in underdeveloped areas of the suburbs and make reasonable evaluations, and the intermediate process can explain the direction of the imbalance factors in the region.
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Dissertations / Theses on the topic "Job evaluation"

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Ware, Brenda. "Reframing job evaluation : an investigation of employee response to job evaluation in practice." Thesis, The University of Sydney, 2011. https://hdl.handle.net/2123/29166.

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Job evaluation systems are used in many organisations for establishing a notional grading of jobs in the determination of a fair level for a position's pay. The academic literature in relation to job evaluation identifies competing and sometimes contradictory perspectives on this management practice. Indeed, the literature points to an enduring debate, framed essentially in managerialist terms, between opponents of job evaluation or job-based approaches to pay and those who advocate job evaluation as an integral element in a work ­based approach to effective reward management. Yet, a closer reading of the academic literature suggests that both sides of this debate have overlooked important aspects of the job evaluation phenomenon. In particular, the employee perspective on job evaluation has been largely absent from academic-managerialist debates around job evaluation. Hence, this research is centred on the question of how employees respond to and construct job evaluation practices and processes. Drawing on detailed qualitative research carried out with three case study organisations in the NSW public sector, the study investigates and interprets employee response to the phenomenon of job evaluation. The analysis is centred on empirical material collected through research interviews with over fifty employees, including line employees, managers and supervisors, union members and human resources staff. Through this large-scale empirical study, the thesis contributes to the extant body of knowledge about job evaluation and extends existing understandings of job evaluation's broader implications, by questioning assumptions and taken-for-granted associations, derived from what is now a relatively dated body of literature. Building on Townley's call for the phenomenon of human resources management to be reframed, this study explores the multi-faceted and complex nature of job evaluation in practice and its significance for employees. The study focuses on analytical job evaluation systems in an Australian milieu, a largely un-researched area, to explore the construction of job evaluation in the varied work settings of the New South Wales (NSW) public sector, where job evaluation is used extensively. This study's backdrop of Australian job evaluation practices has also brought to light two Australian job evaluation systems, thereby making a further contribution to the international literature. Until now, the job evaluation literature has been dominated by a north American job evaluation system and the practice of job evaluation in that part of the world. The thesis considers, as well, some of the major historical and conceptual themes in Australian pay determination and their relevance for job evaluation systems, given that employees themselves raise many of these themes. The thesis further connects with a recently-emerged stream of literature, led by Guest and others, which has sought to explore what employees think about HRM practice, rather than assuming an instinctive tolerance of or hostility to such practices. Employees are found to focus on questions of fairness, transparency, accountability and consistency, such that a 'Disciplined Worker' thesis, coined by Edwards et al. more than a decade ago, may be extended with this study. Perhaps it is employees themselves who, as active organisational agents, are reframing job evaluation.
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Black, Gene M. "Job families : an investigation of alternative definitional procedures." Diss., Georgia Institute of Technology, 1991. http://hdl.handle.net/1853/30080.

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Argüelles, Trinidad. "Perceptions of job worth." FIU Digital Commons, 1991. http://digitalcommons.fiu.edu/etd/1309.

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The present study was conducted to evaluate perceptions of the importance of various factors that may determine the wage or salary level in jobs. Items describing various job characteristics reflecting the factors of Skill, Effort, Responsibility, Working Conditions, and Organizational characteristics were rated by 510 subjects from a variety of organizations. Results indicated that the items did not cluster into the five categories noted above. Instead, three factors were identified and labeled Job Complexity, Accountability, and Work Context. There were few gender or occupational differences in the ratings of the items. The implications of the results for the development of equitable wage and salary systems are discussed.
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Dolan, Claire Cummings. "Preparing employees for performance appraisal : an empirical analysis of a training model /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1986.

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Hughes, Victoria M. "Teacher evaluation practices and teacher job satisfaction." Diss., Columbia, Mo. : University of Missouri-Columbia, 2006. http://hdl.handle.net/10355/4468.

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Thesis (Ed. D.) University of Missouri-Columbia, 2006.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 2, 2007) Includes bibliographical references.
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Köykkä, S. (Sari). "Use of job evaluation in competency management." Master's thesis, University of Oulu, 2015. http://urn.fi/URN:NBN:fi:oulu-201501291044.

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Primary objective of this research is to study how job evaluation can be utilized in competency management in a contemporary knowledge-intensive organization. The subject of the study lacks recent research since job evaluation dates back to era of scientific management. The problem is studied from team managers’ perspective because they are key users of job evaluation and most influential actors in daily competency management activities. The research aims to bring understanding and new viewpoints on using job evaluation in a modern organization. Theory of the research builds on theories of competency management and job evaluation. The proposed theoretical framework studies the practice of job evaluation in the context of competency management. The framework recognizes different viewpoints of top management and employees, placing team managers in the middle. Theory of competency management studies both the managerial perspective and employee needs. The research is conducted in action research method. During the research the researcher is actively involved in a development project of a job evaluation system. Research data is gathered along the project and in one additional research interview, which focuses on team managers’ use of job evaluation in competency management. The research follows the structure of action research process including three separable research cycles. Job evaluation does provide valuable information for competency management practices such as recruitment, career planning, and performance appraisal. However, recognition of these possibilities is still rather weak among team managers. The research proves the importance of team manager involvement in job evaluation and confirms the existence of contradictory expectations of managers and employees. Employees’ needs for appreciation and justice are highlighted, which requires attention from management. Contemporary use of job evaluation requires change in attitudes and awareness, which can be achieved through cultural change. Team managers are key users of the system and top management should actively manage team managers’ experience to gain acceptance. Besides pay determination, job evaluation provides a tool for communicating job expectations and evaluating performance. Reliability of the research is assisted in paying attention to possible bias and errors caused by the contribution of the researcher. Validity of the research is supported by a detailed description of the three research cycles and fulfilling seven validity criteria.
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Badenhorst, Johan Barend. "Development of an abbreviated job evaluation scale." Master's thesis, University of Cape Town, 1987. http://hdl.handle.net/11427/16399.

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Bibliography: pages 95-99.
The aim of this study was to determine the value of individual job evaluation factors as predictors of the total value of jobs to develop an abbreviated job evaluation scale in a large assurer in South Africa. This would enable the streamlining of the' organization's existing internally developed job evaluation system. A total of thirteen jobs, evaluated by three raters at two committee meetings were analyzed using Kendall's coefficient of concordance (W} and Pearson's product-moment coefficient of correlation (r) to determine interrater reliability. A total sample of 282 jobs at middle management was drawn from the organization's bank of 1200 job evaluation records and 188 jobs were analyzed. Firstly the intensity of the correlation between the individual factor scores and total job scores was measured and, using the Pearson product-moment coefficient .of correlation (r) it was found to be significant. Secondly, factor analysis determined three underlying factors in the system, Effort, Skill and Responsibility, which were used to form the basis for building a prediction model. Thirdly, stepwise regression, performed to determine at which point the addition of extra individual factor scores would not produce a significant difference to the coefficient of determination (R2 ), isolated Competence, Decision level and Interaction as optimum combination. Using multiple linear regression and the aspects, identified above, total job scores were predicted using the balance of the sample of 94 jobs.
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Tsui, Lap-fung. "Role of job evaluation in salary administration : case study of a large company in Hong Kong /." [Hong Kong : University of Hong Kong], 1989. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13263250.

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Quaid-Ahlstrand, Maeve. "What does job evaluation do? : a case study." Thesis, University of Oxford, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.253991.

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Morris, David Charles. "Comparing job component validity to observed validity across jobs." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2046.

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Five hundred and eighteen observed validity coefficients based on correlations between commercially available test data and supervisory ratings of overall job performances were collected in 89 different job titles. Using Dictionary of Occupational Title Codes, Job Component Validity (JUV) estimates based on similar job titles residing in the PAQ Service database were collected and averaged across the General Aptitude Test.
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Books on the topic "Job evaluation"

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Bureau, Prince Edward Island Dept of Labour Pay Equity. Job evaluation. Charlottetown: Dept. of Labour, 1991.

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Unit, Great Britain Work Research. Job evaluation. London: Work Research Unit, 1985.

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Office, International Labour, ed. Job evaluation. Geneva: International Labour Office, 1986.

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David, Taylor, and Advisory, Conciliation and Arbitration Service. Information Service., eds. Job evaluation. London: ACAS Information Service, 1998.

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Services, Incomes Data, ed. Job evaluation. London: IDS, 2000.

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Advisory, Conciliation and Arbitration Service. Library and Information Centre. Job evaluation. London: ACAS, 1992.

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Scott, Keith Lewis. Office job evaluation. 3rd ed. Orpington: Institute of Administrative Management, 1989.

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Incomes Data Services. Top Pay Unit., ed. Job evaluation review. London: Incomes Data Services, 1986.

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Great Britain. Department of Health. NHS Pay., ed. Job evaluation handbook. London: NHS Pay, Department of Health Publications, 2003.

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Armstrong, Michael. The job evaluation handbook. London: Institute of Personnel & Development, 1995.

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Book chapters on the topic "Job evaluation"

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Reiher, Konrad. "Job Evaluation." In Dos and Don’ts in Human Resources Management, 111–12. Berlin, Heidelberg: Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_35.

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Sallis, Edward, and Kate Sallis. "Job Evaluation." In People in Organisations, 152–61. London: Macmillan Education UK, 1990. http://dx.doi.org/10.1007/978-1-349-11610-2_18.

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Jacobs, Karen, Miranda Hellman, Jacqueline Markowitz, Ellen Wuest, Töres Theorell, Karen Jacobs, Miranda Hellman, et al. "Job Evaluation." In Encyclopedia of Behavioral Medicine, 1132. New York, NY: Springer New York, 2013. http://dx.doi.org/10.1007/978-1-4419-1005-9_100943.

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Sallis, Edward, and Kate Sallis. "Job Evaluation." In People in Organisations, 154–63. London: Macmillan Education UK, 1988. http://dx.doi.org/10.1007/978-1-349-09228-4_19.

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Boella, Michael J., and Steven Goss-Turner. "Job evaluation." In Human Resource Management in the Hospitality Industry, 259–68. Tenth edition. | Abingdon, Oxon: Routledge, 2019. | New edition: Routledge, 2019. http://dx.doi.org/10.4324/9780429441400-15.

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Verma, Alekh, and Sompal Singh. "Job Analysis and Job Evaluation." In Clinical Laboratory Management, 23–28. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-46420-1_5.

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Crippa, M., and G. Pasolini. "Job-Fitness Evaluation." In Handbook of Occupational Dermatology, 360–66. Berlin, Heidelberg: Springer Berlin Heidelberg, 2000. http://dx.doi.org/10.1007/978-3-662-07677-4_44.

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Woittiez, Isolde. "Job characteristics." In Modelling and Empirical Evaluation of Labour Supply Behaviour, 130–67. Berlin, Heidelberg: Springer Berlin Heidelberg, 1991. http://dx.doi.org/10.1007/978-3-642-84508-6_5.

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Neathey, Fiona. "Job Assessment, Job Evaluation and Equal Value." In Equal Value/Comparable Worth in the UK and the USA, 65–81. London: Palgrave Macmillan UK, 1992. http://dx.doi.org/10.1007/978-1-349-22195-0_3.

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Kacem, Imed, and Pierre Borne. "Evaluating Schedule Performance in Flexible Job-Shops." In Intelligent Sensory Evaluation, 137–53. Berlin, Heidelberg: Springer Berlin Heidelberg, 2004. http://dx.doi.org/10.1007/978-3-662-07950-8_8.

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Conference papers on the topic "Job evaluation"

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Augusto, Cristina. "Evaluation Of Nurses´ Job Satisfaction." In EDUHEM 2018 - VIII International conference on intercultural education and International conference on transcultural health: The Value Of Education And Health For A Global,Transcultural World. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.04.02.71.

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Rasmani, Khairul A., and Nor Azni Shahari. "Job Satisfaction Evaluation Using Fuzzy Approach." In Third International Conference on Natural Computation (ICNC 2007). IEEE, 2007. http://dx.doi.org/10.1109/icnc.2007.455.

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Zhou, Wei, and Luo Ze. "Job Market-Oriented Learning Evaluation Framework." In 2008 International Conference on Computer Science and Software Engineering. IEEE, 2008. http://dx.doi.org/10.1109/csse.2008.96.

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Adamus, Wiktor. "A New Method of Job Evaluation." In The International Symposium on the Analytic Hierarchy Process. Creative Decisions Foundation, 2009. http://dx.doi.org/10.13033/isahp.y2009.006.

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Zhao, Tianhua, Cheng Wuyu, and Chen Zhixiang. "Summer Job Selection Model Based on Job Matching and Comprehensive Evaluation Algorithm." In ICAIIS 2021: 2021 2nd International Conference on Artificial Intelligence and Information Systems. New York, NY, USA: ACM, 2021. http://dx.doi.org/10.1145/3469213.3470394.

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Thamyo, Wirongrong, Suphatsorn Chimcherd, Chaisri Tharasawatpipat, and Narong Kulnides. "GUIDELINES FOR WRITING A JOB EVALUATION IN DOING THE WORK TO ENTER A HIGHER POSITION, SUAN SUNANDHA RAJABHAT UNIVERSITY." In THE 2023 INTERNATIONAL CONFERENCE ON CREATIITY, MANAGEMENT, EDUCATION, TECHNOLOGY AND SCIENCES. EDUCATION STUDIO, 2023. http://dx.doi.org/10.62788/xx182de.

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The aim of this study was to find the proper guideline for job evaluation of supporting staff in the Faculty of Science and Technology to get a higher position. The understanding of supporting staff in preparation of documents for job evaluation was determined. Furthermore, the study investigated the problems and obstacles of supporting staff faced during self-evaluation. In this research 27 supporting staffs of the Faculty of Science and Technology participated. The study revealed that supporting staff understanding of job evaluations documents and forms were at a moderate level. Additionally, the important problem of job evaluations was in preparing and fulfilling the evaluation forms. This problem was revealed at a high level. However, overall understanding of job evaluations was at an acceptable level. Also, the study showed that new staff had problems and couldn’t understand the process. In conclusion, the result of this study suggests that firstly, it is better that we have yearly evaluation of this process. Secondly, to help new staff and others it is better that faculty provides assistance as the advisor group. Thirdly, the faculty should prepare guidelines to correctly fill in self-evaluation forms and documents for supporting staff.
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Ahmad, Noraziah, and Ahmed N. Abd Alla. "Smart Evaluation for Job Vacancy Application System." In 2009 Second International Conference on the Applications of Digital Information and Web Technologies (ICADIWT). IEEE, 2009. http://dx.doi.org/10.1109/icadiwt.2009.5273974.

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Yu, Shunkun, and Hong Tang. "Application of Point Method in Job Evaluation." In 2011 International Conference on Management and Service Science (MASS 2011). IEEE, 2011. http://dx.doi.org/10.1109/icmss.2011.5998021.

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Moon, Yong-Hyuk, and Chan-Hyun Youn. "Evaluation of relative-class based job assignment." In 2011 International Conference on ICT Convergence (ICTC). IEEE, 2011. http://dx.doi.org/10.1109/ictc.2011.6082683.

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Gaj, K., T. El-Ghazawi, N. Alexandridis, F. Vroman, Nguyen Nguyen, J. R. Radzikowski, P. Samipagdi, and S. A. Suboh. "Performance evaluation of selected job management systems." In Proceedings 16th International Parallel and Distributed Processing Symposium. IPDPS 2002. IEEE, 2002. http://dx.doi.org/10.1109/ipdps.2002.1016674.

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Reports on the topic "Job evaluation"

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Rosas-Shady, David, and Juan José Díaz. Impact Evaluation of the Job Youth Training Program Projoven. Inter-American Development Bank, April 2016. http://dx.doi.org/10.18235/0011732.

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This paper brings new evidence on the impact of The Peruvian Job Youth Training Program (Projoven). Compared with prior evaluations of the program, this one has several advantages. This is the first experimental impact evaluation of Projoven, and also the first to measure impacts over a longer period: almost three years after training. Additionally, the evaluation supplements data from a follow-up survey with administrative data from the country's Electronic Payroll (Planilla Electrónica), allowing for a more accurate measure of formal employment. It also measures whether socioemotional skills of beneficiaries improved with program participation. The evaluation finds a high long term positive impact of Projoven on formal employment. It also finds certain heterogeneity of program impacts across subpopulations. Impacts on formal employment vary depending on the beneficiaries' gender and age, with different patterns of statistical significance depending on the data source used to measure employment formality. Finally, it does not find significant impacts on socio-emotional skills.
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Peterson, Gary W., and Beatrice J. Farr. Job Skills Education Program: The Evaluation Plan. Fort Belvoir, VA: Defense Technical Information Center, March 1985. http://dx.doi.org/10.21236/ada163183.

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Hall, Kecia K., Peter J. Legree, Philip D. Gills, Donna Chance, and Michael G. Sanders. The Job Development and Evaluation of a Job Aid to Support Mobile Subscriber Radio-Telephone Terminal. Fort Belvoir, VA: Defense Technical Information Center, August 1991. http://dx.doi.org/10.21236/ada243228.

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Hoffman, Diane. Evaluation of the Job Skills Education Program: Curriculum Review. Fort Belvoir, VA: Defense Technical Information Center, November 1988. http://dx.doi.org/10.21236/ada204097.

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Hoffman, Lee M., Clifford P. Hahn, Diane M. Hoffman, and Robin A. Dean. Evaluation of the Job Skills Education Program: Learning Outcomes. Fort Belvoir, VA: Defense Technical Information Center, November 1988. http://dx.doi.org/10.21236/ada205352.

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Haught, Daniel. Evaluation of the Prototype Position Data Analysis Job Aid (PDAT-JA). Fort Belvoir, VA: Defense Technical Information Center, June 1992. http://dx.doi.org/10.21236/ada254690.

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Blackhurst, Jack L. Advanced On-the Job Training System: Evaluation Computer Program Configuration Item. Fort Belvoir, VA: Defense Technical Information Center, April 1990. http://dx.doi.org/10.21236/ada221636.

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Stern, Hervey W. Evaluation of a Tool for Producing and Presenting Interactive Videodisc Job Aids. Fort Belvoir, VA: Defense Technical Information Center, March 1994. http://dx.doi.org/10.21236/ada278599.

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DOUGLAS AIRCRAFT CO AURORA CO. Advanced On-the-Job Training System: Computer Software Test and Evaluation Report. Fort Belvoir, VA: Defense Technical Information Center, April 1990. http://dx.doi.org/10.21236/ada222099.

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DOUGLAS AIRCRAFT CO AURORA CO. Advanced on-the-Job Training System: Prime Item Specification for the Evaluation Subsystem. Fort Belvoir, VA: Defense Technical Information Center, May 1990. http://dx.doi.org/10.21236/ada222423.

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