To take the job or not? – Part 3

For your review, here is version 2 of the “job decision model”. Take a gander at the whole thing and then I’ll highlight key areas.

Full View
Job Model V2

Key Items
I like what I’ve tagged as “trend icons” but in reality, they’re a calculated comparison between a current job and then the identified job opportunities.

Job Model: Trend Icons

Another item is the “weight differential”. Once the weights – which really to represent the aspects you care more about – are applied, I thought it valuable to see the difference in the rated result.

Job Model: Weight Differential

[You can also see the difference in the “trend icons”, too!]

Also, a very key thing is the actual ability to “weight” the various factors. After considering a few approaches, the best seemed to a simple option to allow users to assign their own percentages and then to do a flat calculation between qualitative and quantitative factors. You can also note that the field which is be 100% to show it’s been completed has conditional formatting – if it’s not 100% it will turn red.

Job Model: Weighting


Quantitative Factors
Lastly, the Quantitative Factors are not directly inputted by the user. There are actually two tabs to this model: an input sheet (not shown) and the result sheet above. Let me show it to you and then we’ll talk about it.

Job Model: Quantitative Factors

The way the calculations work are with “steps”. For example, if someone has a target salary of $50,000 and the Base Compensation has been assigned steps according to 10%, that results in three things:

  1. An example salary range of $45,000 – $55,000 will represent a step (10% of 50,000 up/down, both directions).
  2. Hitting within that example range, since the target was $50,000, represents a ranking of 4 [4 = great, but not excellent, and there’s a reason for this].
  3. If hitting the target were to equal a 5, there would be no way to represent an opportunity that has exceeded expectations – therefore, that’s why meeting the target is still only a 4.

The charts (because charts are always necessary)
Overall, this is what it looks like:

Job Model: Overall Chart

And what I call the QQ Chart, Qualitative versus Quantiative:

Job Model: QQ Chart

 

Notes on future changes
There are some items which I think can be folded together like Paid Holidays and Paid Sick Days — however, the combination of that would shift it out of the “quantitative” area and push it to “qualitative”. That said, another approach would be to combine Paid Holidays + Paid Sick Days + Vacation Days into PTO (Paid Time Off) which could then be considered as a block and remain in the quantitative area.

Separately, in looking at the final version, I think it could be simplified much further. That’s for two reasons:

  1. Some of the areas feel too specific (a split 401k consideration between qualitative and quantitative; office location and commute, industry stability) and this shouldn’t be an onerous activity
  2. My biggest fear on models is that specificity often gives the appearance of certainty – and that is not the case here. This, at best, gives you a frame to get a sense of whether or not a job could be a step in the right direction, but it’s not a guarantee, not at all.

If you enjoyed this article and found it helpful, please make sure to pass it along to a friend. Also, reach out and let’s continue the conversation.

One comment

  1. Would love to see the actual excel sheet. I created something very similar about 10 years ago when I left Omgeo. Hope all is well and your decisions end up being easier to make than the spreadsheet.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s