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["職務(役割)評価ツール",null,null,null,"―　Step1　―"]
[null,"職務（役割）評価をやってみましょう！"]
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[null,"Step1-① 職務(役割)評価表の確認"]
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[null,"　　　定義\n\n\nスケール","採用や配置転換によって代わりの人材を探すのが難しい仕事","現在の方法とは全く異なる新しい方法が求められる仕事","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事","従業員の裁量に任せる仕事","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事","仕事を進める上で部門内の人材との調整が多い仕事","職務に関する課題を調査・抽出し、解決につなげる仕事","会社全体への業績に大きく影響する仕事"]
[null,1,"採用や配置転換による代替人材の確保が非常に容易な仕事","現在の手法をそのまま活用出来る仕事","それほど専門性が必要とされない仕事","原則として自由裁量のない仕事","部門外・社外との交渉・折衝業務がない仕事","部門内との調整作業がない仕事","既存の方法で解決出来ることが多い仕事","経営への影響度が非常に軽微な仕事"]
[null,2,"採用や配置転換による代替人材の確保が容易な仕事","現在の手法をかなりそのまま活用出来る仕事","担当分野において平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、本人のみに影響を与える仕事","部門外・社外との交渉・折衝業務が少ない仕事","部門内との調整作業が少ない仕事","既存の方法を少しｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度が軽微な仕事"]
[null,3,"採用や配置転換による代替人材の確保が難しい仕事","現在の手法をある程度活用出来る仕事","担当分野において高い専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門の一部に影響を与える仕事","部門外・社外との交渉・折衝業務がやや多い仕事","部門内との調整作業がやや多い仕事","既存の方法を大きくｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度がやや大きな仕事"]
[null,4,"採用や配置転換による代替人材の確保が非常に難しい仕事","現在の手法を参考程度にしながら、異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門全体に影響を与える仕事","部門外・社外との交渉・折衝業務が多い仕事","部門内との調整作業が多い仕事","既存の方法を参考にしつつも、新しい方法を用いなければ解決出来ないことが多い仕事","経営への影響度が大きな仕事"]
[null,5,"採用や配置転換による代替人材の確保が不可能な仕事","現在の手法と全く異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても高い専門性が必要とされる仕事","自由裁量を行使した結果が、企業全体に影響を与える仕事","部門外・社外との交渉・折衝業務が非常に多い仕事","部門内との調整作業が非常に多い仕事","最初から新しい方法を用いなければ解決出来ない仕事","経営への影響度が非常に大きな仕事"]

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["職務(役割)評価ツール",null,null,null,"―　Step1　―"]
[null,"職務(役割)評価をやってみましょう！"]
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[null,"Step1-② 職務(役割)評価の試行"]
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[null,"②革新性","現在の方法とは全く異なる新しい方法が求められる仕事",1,null,null,null,{"$f":"D25*G25","v":0},null,null,null,null,{"$f":"D25*L25","v":0},null,null,null,null,{"$f":"D25*Q25","v":0}]
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[null,"③専門性","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事",1,null,null,null,{"$f":"D28*G28","v":0},null,null,null,null,{"$f":"D28*L28","v":0},null,null,null,null,{"$f":"D28*Q28","v":0}]
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[null,"④裁量性","従業員の裁量に任せる仕事",1,null,null,null,{"$f":"D31*G31","v":0},null,null,null,null,{"$f":"D31*L31","v":0},null,null,null,null,{"$f":"D31*Q31","v":0}]
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[null,"⑤対人関係の複雑さ　（部門外／社外）","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事",1,null,null,null,{"$f":"D34*G34","v":0},null,null,null,null,{"$f":"D34*L34","v":0},null,null,null,null,{"$f":"D34*Q34","v":0}]
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[null,"⑥対人関係の複雑さ　（部門内）","仕事を進める上で部門内の人材との調整が多い仕事",1,null,null,null,{"$f":"D37*G37","v":0},null,null,null,null,{"$f":"D37*L37","v":0},null,null,null,null,{"$f":"D37*Q37","v":0}]
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[null,"⑦問題解決の困難度","職務に関する課題を調査・抽出し、解決につなげる仕事",1,null,null,null,{"$f":"D40*G40","v":0},null,null,null,null,{"$f":"D40*L40","v":0},null,null,null,null,{"$f":"D40*Q40","v":0}]
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[null,"⑧経営への影響度","会社全体への業績に大きく影響する仕事",1,null,null,null,{"$f":"D43*G43","v":0},null,null,null,null,{"$f":"D43*L43","v":0},null,null,null,null,{"$f":"D43*Q43","v":0}]
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["職務(役割)評価ツール",null,null,"―　Step1　―"]
[null,"職務(役割)評価をやってみましょう！"]
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[null,"Step1-③ 評価結果の視覚化"]

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["職務（役割）評価ツール",null,null,null,"―　Step1　―"]
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[null,"① 社員一覧の作成"]
[null,"社員no.\n（氏名可）","雇用区分","ポイント","時間賃率","時間賃率\n（×活用係数）"]
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["パートタイム労働者",null,null,1,"採用や配置転換による代替人材の確保が非常に容易な仕事","現在の手法をそのまま活用出来る仕事","それほど専門性が必要とされない仕事","原則として自由裁量のない仕事","部門外・社外との交渉・折衝業務がない仕事","部門内との調整作業がない仕事","既存の方法で解決出来ることが多い仕事","経営への影響度が非常に軽微な仕事",null,null,null,null,"パート④"]
[null,null,null,2,"採用や配置転換による代替人材の確保が容易な仕事","現在の手法をかなりそのまま活用出来る仕事","担当分野において平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、本人のみに影響を与える仕事","部門外・社外との交渉・折衝業務が少ない仕事","部門内との調整作業が少ない仕事","既存の方法を少しｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度が軽微な仕事",null,null,null,null,"パート③"]
[null,null,null,3,"採用や配置転換による代替人材の確保が難しい仕事","現在の手法をある程度活用出来る仕事","担当分野において高い専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門の一部に影響を与える仕事","部門外・社外との交渉・折衝業務がやや多い仕事","部門内との調整作業がやや多い仕事","既存の方法を大きくｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度がやや大きな仕事",null,null,null,null,"パート②"]
[null,null,null,4,"採用や配置転換による代替人材の確保が非常に難しい仕事","現在の手法を参考程度にしながら、異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門全体に影響を与える仕事","部門外・社外との交渉・折衝業務が多い仕事","部門内との調整作業が多い仕事","既存の方法を参考にしつつも、新しい方法を用いなければ解決出来ないことが多い仕事","経営への影響度が大きな仕事",null,null,null,null,"パート①"]
[null,null,null,5,"採用や配置転換による代替人材の確保が不可能な仕事","現在の手法と全く異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても高い専門性が必要とされる仕事","自由裁量を行使した結果が、企業全体に影響を与える仕事","部門外・社外との交渉・折衝業務が非常に多い仕事","部門内との調整作業が非常に多い仕事","最初から新しい方法を用いなければ解決出来ない仕事","経営への影響度が非常に大きな仕事",null,null,null,null,"7等級（部長相当）"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"6等級（課長相当）"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"5等級"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"4等級"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"3等級"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"2等級"]
[null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"1等級"]

{"sheet":"1_2職務（役割）評価","index":8,"n_rows":31,"n_cols":7,"rows_kept":31,"cut":false,"hidden":true,"merged":[[21,6,22,6],[21,2,22,2],[21,3,22,3],[21,1,22,1],[21,4,22,5]]}
["職務（役割）評価ツール",null,null,"―　Step1　―"]
["　　　職務（役割）評価をやってみましょう！"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
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[null,"② 職務（役割）評価表"]
[null,"対象社員",108]
[null,"ポイント合計",{"$f":"SUM(G24:G31)","v":0}]
[]
[null,"項目","内容","ウェイト","スケール",null,"ポイント"]
[null,null,null,null,5]
[null,"①人材代替性","採用や配置転換によって代わりの人材を探すのが難しい仕事",1,null,null,{"$f":"D24*F24","v":0}]
[null,"②革新性","現在の方法とは全く異なる新しい方法が求められる仕事",2,null,null,0]
[null,"③専門性","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事",1,null,null,0]
[null,"④裁量性","従業員の裁量に任せる仕事",1,null,null,0]
[null,"⑤対人関係の複雑さ\n（部門外／社外）","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事",1,null,null,0]
[null,"⑥対人関係の複雑さ\n（部門内）","仕事を進める上で部門内の人材との調整が多い仕事",1,null,null,0]
[null,"⑦問題解決の困難度","職務に関する課題を調査・抽出し、解決に繋げる仕事",1,null,null,0]
[null,"⑧経営への影響度","会社全体への業績に大きく影響する仕事",2,null,null,0]

{"sheet":"1_3職務（役割）評価結果の確認","index":9,"n_rows":56,"n_cols":6,"rows_kept":56,"cut":false,"hidden":true,"merged":[]}
["職務（役割）評価ツール",null,null,null,"―　Step1　―"]
["　　　職務（役割）評価をやってみましょう！"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
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[null,"③ 職務（役割）評価結果の確認"]
[null,"社員no.\n（氏名可）","雇用区分","ポイント","時間賃率","時間賃率\n（×活用係数）"]
[null,101,"正社員",40,2560,{"$f":"IF(C17=\"正社員\",E17*'2_4X活用係数の設定'!$D$19,E17)","v":2048}]
[null,102,"パートタイム労働者",40,2500,{"$f":"IF(C18=\"正社員\",E18*'2_4X活用係数の設定'!$D$19,E18)","v":2500}]
[null,103,"正社員",37,2200,{"$f":"IF(C19=\"正社員\",E19*'2_4X活用係数の設定'!$D$19,E19)","v":1760}]
[null,104,"正社員",26,1560,{"$f":"IF(C20=\"正社員\",E20*'2_4X活用係数の設定'!$D$19,E20)","v":1248}]
[null,105,"正社員",35,1920,{"$f":"IF(C21=\"正社員\",E21*'2_4X活用係数の設定'!$D$19,E21)","v":1536}]
[null,106,"正社員",30,1420,{"$f":"IF(C22=\"正社員\",E22*'2_4X活用係数の設定'!$D$19,E22)","v":1136}]
[null,107,"正社員",20,920,{"$f":"IF(C23=\"正社員\",E23*'2_4X活用係数の設定'!$D$19,E23)","v":736}]
[null,108,"正社員",19,930,{"$f":"IF(C24=\"正社員\",E24*'2_4X活用係数の設定'!$D$19,E24)","v":744}]
[null,109,"正社員",20,950,{"$f":"IF(C25=\"正社員\",E25*'2_4X活用係数の設定'!$D$19,E25)","v":760}]
[null,110,"パートタイム労働者",16,850,{"$f":"IF(C26=\"正社員\",E26*'2_4X活用係数の設定'!$D$19,E26)","v":850}]
[null,111,"正社員",20,1320,{"$f":"IF(C27=\"正社員\",E27*'2_4X活用係数の設定'!$D$19,E27)","v":1056}]
[null,112,"パートタイム労働者",22,1380,{"$f":"IF(C28=\"正社員\",E28*'2_4X活用係数の設定'!$D$19,E28)","v":1380}]
[null,113,"パートタイム労働者",34,1880,{"$f":"IF(C29=\"正社員\",E29*'2_4X活用係数の設定'!$D$19,E29)","v":1880}]
[null,114,"正社員",28,1540,{"$f":"IF(C30=\"正社員\",E30*'2_4X活用係数の設定'!$D$19,E30)","v":1232}]
[null,115,"パートタイム労働者",24,1020,{"$f":"IF(C31=\"正社員\",E31*'2_4X活用係数の設定'!$D$19,E31)","v":1020}]
[null,116,"パートタイム労働者",30,1350,{"$f":"IF(C32=\"正社員\",E32*'2_4X活用係数の設定'!$D$19,E32)","v":1350}]
[null,117,"正社員",18,910,{"$f":"IF(C33=\"正社員\",E33*'2_4X活用係数の設定'!$D$19,E33)","v":728}]
[null,118,"正社員",18,940,{"$f":"IF(C34=\"正社員\",E34*'2_4X活用係数の設定'!$D$19,E34)","v":752}]
[null,119,"パートタイム労働者",16,860,{"$f":"IF(C35=\"正社員\",E35*'2_4X活用係数の設定'!$D$19,E35)","v":860}]
[null,120,"正社員",14,840,{"$f":"IF(C36=\"正社員\",E36*'2_4X活用係数の設定'!$D$19,E36)","v":672}]
[null,121,"正社員",35,2120,{"$f":"IF(C37=\"正社員\",E37*'2_4X活用係数の設定'!$D$19,E37)","v":1696}]
[null,122,"正社員",38,2480,{"$f":"IF(C38=\"正社員\",E38*'2_4X活用係数の設定'!$D$19,E38)","v":1984}]
[null,123,"正社員",32,1860,{"$f":"IF(C39=\"正社員\",E39*'2_4X活用係数の設定'!$D$19,E39)","v":1488}]
[null,124,"正社員",34,1580,{"$f":"IF(C40=\"正社員\",E40*'2_4X活用係数の設定'!$D$19,E40)","v":1264}]
[null,125,"正社員",38,1520,{"$f":"IF(C41=\"正社員\",E41*'2_4X活用係数の設定'!$D$19,E41)","v":1216}]
[null,126,"正社員",28,1400,{"$f":"IF(C42=\"正社員\",E42*'2_4X活用係数の設定'!$D$19,E42)","v":1120}]
[null,127,"正社員",20,925,{"$f":"IF(C43=\"正社員\",E43*'2_4X活用係数の設定'!$D$19,E43)","v":740}]
[null,128,"正社員",22,1340,{"$f":"IF(C44=\"正社員\",E44*'2_4X活用係数の設定'!$D$19,E44)","v":1072}]
[null,129,"正社員",20,1280,{"$f":"IF(C45=\"正社員\",E45*'2_4X活用係数の設定'!$D$19,E45)","v":1024}]
[null,130,"正社員",14,840,{"$f":"IF(C46=\"正社員\",E46*'2_4X活用係数の設定'!$D$19,E46)","v":672}]
[null,131,"正社員",36,2180,{"$f":"IF(C47=\"正社員\",E47*'2_4X活用係数の設定'!$D$19,E47)","v":1744}]
[null,132,"パートタイム労働者",40,2240,{"$f":"IF(C48=\"正社員\",E48*'2_4X活用係数の設定'!$D$19,E48)","v":2240}]
[null,133,"正社員",36,2220,{"$f":"IF(C49=\"正社員\",E49*'2_4X活用係数の設定'!$D$19,E49)","v":1776}]
[null,134,"正社員",24,1050,{"$f":"IF(C50=\"正社員\",E50*'2_4X活用係数の設定'!$D$19,E50)","v":840}]
[null,135,"正社員",34,1500,{"$f":"IF(C51=\"正社員\",E51*'2_4X活用係数の設定'!$D$19,E51)","v":1200}]
[null,136,"正社員",29,1380,{"$f":"IF(C52=\"正社員\",E52*'2_4X活用係数の設定'!$D$19,E52)","v":1104}]
[null,137,"正社員",26,1080,{"$f":"IF(C53=\"正社員\",E53*'2_4X活用係数の設定'!$D$19,E53)","v":864}]
[null,138,"正社員",20,955,{"$f":"IF(C54=\"正社員\",E54*'2_4X活用係数の設定'!$D$19,E54)","v":764}]
[null,139,"パートタイム労働者",18,900,{"$f":"IF(C55=\"正社員\",E55*'2_4X活用係数の設定'!$D$19,E55)","v":900}]
[null,140,"正社員",12,830,{"$f":"IF(C56=\"正社員\",E56*'2_4X活用係数の設定'!$D$19,E56)","v":664}]

{"sheet":"職務評価一覧","index":10,"n_rows":41,"n_cols":11,"rows_kept":41,"cut":false,"hidden":true,"merged":[]}
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[101,"正社員",2,3,3,3,3,2,2,2,32]
[102,"パートタイム労働者",5,3,5,5,4,3,4,4,33]
[103,"パートタイム労働者",10,10,5,5,4,3,4,4,45]
[104,"正社員"]
[105,"正社員"]
[106,"パートタイム労働者"]
[107,"正社員",1,1,2,2,2,3,3,3,30]
[108,"正社員"]
[109,"パートタイム労働者",3,3,3,2,4,3,3,3,37]
[110,"パートタイム労働者"]
[111,"正社員"]
[112,"パートタイム労働者"]
[113,"パートタイム労働者"]
[114,"正社員"]
[115,"パートタイム労働者"]
[116,"パートタイム労働者"]
[117,"正社員"]
[118,"正社員"]
[119,"パートタイム労働者"]
[120,"正社員"]
[121,"正社員"]
[122,"正社員"]
[123,"正社員"]
[124,"正社員"]
[125,"正社員"]
[126,"正社員"]
[127,"正社員"]
[128,"正社員"]
[129,"正社員"]
[130,"正社員"]
[131,"正社員"]
[132,"パートタイム労働者"]
[133,"正社員"]
[134,"正社員"]
[135,"正社員"]
[136,"正社員"]
[137,"正社員"]
[138,"正社員"]
[139,"パートタイム労働者"]
[140,"正社員"]

{"sheet":"2_1社員一覧の作成","index":11,"n_rows":964,"n_cols":6,"rows_kept":964,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,null,"―　Step2　―"]
[null,"均等・均衡待遇が図られているかチェックしてみましょう！"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"Step2-⑤ 時間賃率の計算"]
[null,"社員no.\n（氏名可）","雇用区分","職務（役割）\nポイント","時間賃率","時間賃率\n（×活用係数）"]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B18&C18,評価ポイント合計,3,0)),\"\",VLOOKUP(B18&C18,評価ポイント合計,3,0))","v":""},null,{"$f":"IF(OR(E18=\"\",活用係数=\"\"),\"\",IF(C18=\"正社員\",E18*活用係数,E18))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B19&C19,評価ポイント合計,3,0)),\"\",VLOOKUP(B19&C19,評価ポイント合計,3,0))","v":""},null,{"$f":"IF(OR(E19=\"\",活用係数=\"\"),\"\",IF(C19=\"正社員\",E19*活用係数,E19))","v":""}]
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[null,null,null,"",null,""]
[null,null,null,"",null,""]
[null,null,null,"",null,""]
[null,null,null,"",null,""]
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[null,null,null,null,null,null,null,"パート④",70,null,"6等級（課長相当）",25]
[null,null,null,null,null,null,null,"パート③",60,null,"5等級",37]
[null,null,null,null,null,null,null,"パート②",50,null,"4等級",26]
[null,null,null,null,null,null,null,"パート①",29,null,"3等級",37]
[null,null,null,null,null,null,null,null,null,null,"2等級",26]
[null,null,null,null,null,null,null,null,null,null,"1等級",26]

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[null,"職務（役割）ポイント","時間賃率",null,"職務（役割）ポイント","パート時間賃率"]

{"sheet":"2_2職務(役割)評価表の確認","index":14,"n_rows":20,"n_cols":10,"rows_kept":20,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,null,"―　Step2　―"]
[null,"均等・均衡待遇が図られているかチェックしてみましょう！"]
[]
[]
[]
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[]
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[]
[]
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[null,"Step2-② 職務(役割)評価表の確認"]
[null,"評価項目","①人材代替性","②革新性","③専門性","④裁量性","⑤対人関係の複雑さ\n（部門外／社外）","⑥対人関係の複雑さ\n（部門内）","⑦問題解決の困難度","⑧経営への影響度"]
[null,"　　定義\n\n\n\nスケール","採用や配置転換によって代わりの人材を探すのが難しい仕事","現在の方法とは全く異なる新しい方法が求められる仕事","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事","従業員の裁量に任せる仕事","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事","仕事を進める上で部門内の人材との調整が多い仕事","職務に関する課題を調査・抽出し、解決につなげる仕事","会社全体への業績に大きく影響する仕事"]
[null,1,"採用や配置転換による代替人材の確保が非常に容易な仕事","現在の手法をそのまま活用出来る仕事","それほど専門性が必要とされない仕事","原則として自由裁量のない仕事","部門外・社外との交渉・折衝業務がない仕事","部門内との調整作業がない仕事","既存の方法で解決出来ることが多い仕事","経営への影響度が非常に軽微な仕事"]
[null,2,"採用や配置転換による代替人材の確保が容易な仕事","現在の手法をかなりそのまま活用出来る仕事","担当分野において平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、本人のみに影響を与える仕事","部門外・社外との交渉・折衝業務が少ない仕事","部門内との調整作業が少ない仕事","既存の方法を少しｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度が軽微な仕事"]
[null,3,"採用や配置転換による代替人材の確保が難しい仕事","現在の手法をある程度活用出来る仕事","担当分野において高い専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門の一部に影響を与える仕事","部門外・社外との交渉・折衝業務がやや多い仕事","部門内との調整作業がやや多い仕事","既存の方法を大きくｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度がやや大きな仕事"]
[null,4,"採用や配置転換による代替人材の確保が非常に難しい仕事","現在の手法を参考程度にしながら、異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門全体に影響を与える仕事","部門外・社外との交渉・折衝業務が多い仕事","部門内との調整作業が多い仕事","既存の方法を参考にしつつも、新しい方法を用いなければ解決出来ないことが多い仕事","経営への影響度が大きな仕事"]
[null,5,"採用や配置転換による代替人材の確保が不可能な仕事","現在の手法と全く異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても高い専門性が必要とされる仕事","自由裁量を行使した結果が、企業全体に影響を与える仕事","部門外・社外との交渉・折衝業務が非常に多い仕事","部門内との調整作業が非常に多い仕事","最初から新しい方法を用いなければ解決出来ない仕事","経営への影響度が非常に大きな仕事"]

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[null,"c","b"]
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[null,"正社員","正社員"]
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[null,null,null,null,"採用や配置転換による代替人材の確保が非常に容易な仕事",1]
[null,null,null,null,"現在の手法をそのまま活用出来る仕事",1]
[null,null,null,null,"それほど専門性が必要とされない仕事",1]
[null,null,null,null,"原則として自由裁量のない仕事",1]
[null,null,null,null,"部門外・社外との交渉・折衝業務がない仕事",1]
[null,null,null,null,"部門内との調整作業がない仕事",1]
[null,null,null,null,"既存の方法で解決出来ることが多い仕事",1]
[null,null,null,null,"経営への影響度が軽微な仕事",2]

{"sheet":"2_3職務（役割）評価","index":16,"n_rows":33,"n_cols":8,"rows_kept":33,"cut":false,"hidden":false,"merged":[[23,6,24,6],[23,2,24,2],[23,3,24,3],[23,1,24,1],[23,4,24,5],[32,7,32,8],[23,7,24,8],[28,7,28,8],[29,7,29,8],[30,7,30,8],[31,7,31,8],[25,7,25,8],[26,7,26,8],[27,7,27,8]]}
["職務(役割)評価ツール",null,null,"―　Step2　―"]
[null,"均等・均衡待遇が図られているかチェックしてみましょう！"]
[]
[]
[]
[]
[]
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[null,"Step2-③ 職務(役割)評価の実施"]
[null,"対象社員",1]
[null,"雇用区分",{"$f":"IF(ISERROR(INDEX(雇用区分S2,C20,1)),\"\",INDEX(雇用区分S2,C20,1))","v":""}]
[null,"職務(役割)ポイント",{"$f":"SUM(G26:G101)","v":0}]
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[null,"評価項目","定義","ウェイト","スケール",null,"ポイント","更新日"]
[null,null,null,null,4]
[null,"①人材代替性","採用や配置転換によって代わりの人材を探すのが難しい仕事",1,null,null,{"$f":"IF(E26=\"\",\"\",D26*F26)","v":""}]
[null,"②革新性","現在の方法とは全く異なる新しい方法が求められる仕事",1,null,null,{"$f":"IF(E27=\"\",\"\",D27*F27)","v":""}]
[null,"③専門性","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事",1,null,null,""]
[null,"④裁量性","従業員の裁量に任せる仕事",1,null,null,""]
[null,"⑤対人関係の複雑さ\n（部門外／社外）","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事",1,null,null,""]
[null,"⑥対人関係の複雑さ\n（部門内）","仕事を進める上で部門内の人材との調整が多い仕事",1,null,null,""]
[null,"⑦問題解決の困難度","職務に関する課題を調査・抽出し、解決につなげる仕事",1,null,null,""]
[null,"⑧経営への影響度","会社全体への業績に大きく影響する仕事",1,null,null,""]

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["p-1パートタイム労働者",null,8,1,1,1,1,1,1,1,1]
["p-2パートタイム労働者",null,16,2,2,2,2,2,2,2,2]
["p-3パートタイム労働者",null,19,3,3,3,2,2,2,2,2]
["p-4パートタイム労働者",null,32,4,4,4,4,4,4,4,4]
["s-1正社員",null,24,3,3,3,3,3,3,3,3]
["s-2正社員",null,28,3,3,3,3,4,4,4,4]
["s-3正社員",null,35,5,5,5,4,4,4,4,4]
["s-4正社員",null,40,5,5,5,5,5,5,5,5]
["p-5パートタイム労働者",null,16,2,2,2,2,2,2,2,2]
["p-6パートタイム労働者",null,16,2,2,2,2,2,2,2,2]
["p-7パートタイム労働者",null,16,2,2,2,2,2,2,2,2]
["p-8パートタイム労働者",null,16,2,2,2,2,2,2,2,2]
["p-9パートタイム労働者",null,16,2,2,2,2,2,2,2,2]
["p-10パートタイム労働者",null,16,2,2,2,2,2,2,2,2]
["s-5正社員",null,25,3,4,3,3,3,3,3,3]
["P1パートタイム労働者",null,16,2,2,2,2,2,2,2,2]

{"sheet":"2_4活用係数の設定","index":18,"n_rows":19,"n_cols":4,"rows_kept":19,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,"―　Step2　―"]
[null,"均等・均衡待遇が図られているかチェックしてみましょう！"]
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[]
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[null,"Step2-④ 活用係数の設定"]
[]
[null,null,"ﾊﾟｰﾄﾀｲﾑ労働者の活用係数",0.8]

{"sheet":"2_6均等・均衡待遇のチェック","index":19,"n_rows":23,"n_cols":4,"rows_kept":23,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,"―　Step2　―"]
[null,"均等・均衡待遇が図られているかチェックしてみましょう！"]
[]
[]
[]
[]
[]
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[]
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[null,"Step2-⑥ 均等・均衡待遇のチェック"]

{"sheet":"2_1X社員一覧の作成","index":20,"n_rows":21,"n_cols":6,"rows_kept":21,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,null,"―　Step2(ｵﾌﾟｼｮﾝ)　―"]
[null,"自社の実態に合わせてカスタマイズした職務（役割）評価表を用いて評価してみましょう！"]
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[]
[]
[]
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[]
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[]
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[null,"Step2(ｵﾌﾟｼｮﾝ)-① 社員一覧の作成"]
[null,"社員no.\n（氏名可）","雇用区分","職務（役割）\nポイント","時間賃率","時間賃率\n（×活用係数）"]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B18&C18,評価ポイント合計2X,3,0)),\"\",VLOOKUP(B18&C18,評価ポイント合計2X,3,0))","v":""},null,{"$f":"IF(OR(E18=\"\",活用係数2X=\"\"),\"\",IF(C18=\"正社員\",E18*活用係数2X,E18))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B19&C19,評価ポイント合計2X,3,0)),\"\",VLOOKUP(B19&C19,評価ポイント合計2X,3,0))","v":""},null,{"$f":"IF(OR(E19=\"\",活用係数2X=\"\"),\"\",IF(C19=\"正社員\",E19*活用係数2X,E19))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B20&C20,評価ポイント合計2X,3,0)),\"\",VLOOKUP(B20&C20,評価ポイント合計2X,3,0))","v":""},null,{"$f":"IF(OR(E20=\"\",活用係数2X=\"\"),\"\",IF(C20=\"正社員\",E20*活用係数2X,E20))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B21&C21,評価ポイント合計2X,3,0)),\"\",VLOOKUP(B21&C21,評価ポイント合計2X,3,0))","v":""},null,{"$f":"IF(OR(E21=\"\",活用係数2X=\"\"),\"\",IF(C21=\"正社員\",E21*活用係数2X,E21))","v":""}]

{"sheet":"temp2X","index":21,"n_rows":19,"n_cols":7,"rows_kept":19,"cut":false,"hidden":true,"merged":[]}
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[null,"c","b"]

{"sheet":"職務評価一覧2X","index":22,"n_rows":4,"n_cols":11,"rows_kept":4,"cut":false,"hidden":true,"merged":[]}
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["B正社員",null,15,1,2,1,2,3,1,2,3]
["Aパートタイム労働者",null,8,1,1,1,1,1,1,1,1]
["aaaaa正社員",null,24,3,3,3,3,3,3,3,3]

{"sheet":"2_2X職務(役割)評価表の確認","index":23,"n_rows":20,"n_cols":10,"rows_kept":20,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール"]
[null,"自社の実態に合わせてカスタマイズした職務（役割）評価表を用いて評価してみましょう！"]
[]
[]
[]
[]
[]
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[]
[]
[]
[null,"Step2(ｵﾌﾟｼｮﾝ)-② 職務(役割)評価表のカスタマイズ"]
[null,"評価項目","①人材代替性","②革新性","③専門性","④裁量性","⑤対人関係の複雑さ\n（部門外／社外）","⑥対人関係の複雑さ\n（部門内）","⑦問題解決の困難度","⑧経営への影響度"]
[null,"　　定義\n\n\nスケール","採用や配置転換によって代わりの人材を探すのが難しい仕事","現在の方法とは全く異なる新しい方法が求められる仕事","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事","従業員の裁量に任せる仕事","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事","仕事を進める上で部門内の人材との調整が多い仕事","職務に関する課題を調査・抽出し、解決につなげる仕事","会社全体への業績に大きく影響する仕事"]
[null,1,"採用や配置転換による代替人材の確保が非常に容易な仕事","現在の手法をそのまま活用出来る仕事","それほど専門性が必要とされない仕事","原則として自由裁量のない仕事","部門外・社外との交渉・折衝業務がない仕事","部門内との調整作業がない仕事","既存の方法で解決出来ることが多い仕事","経営への影響度が非常に軽微な仕事"]
[null,2,"採用や配置転換による代替人材の確保が容易な仕事","現在の手法をかなりそのまま活用出来る仕事","担当分野において平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、本人のみに影響を与える仕事","部門外・社外との交渉・折衝業務が少ない仕事","部門内との調整作業が少ない仕事","既存の方法を少しｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度が軽微な仕事"]
[null,3,"採用や配置転換による代替人材の確保が難しい仕事","現在の手法をある程度活用出来る仕事","担当分野において高い専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門の一部に影響を与える仕事","部門外・社外との交渉・折衝業務がやや多い仕事","部門内との調整作業がやや多い仕事","既存の方法を大きくｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度がやや大きな仕事"]
[null,4,"採用や配置転換による代替人材の確保が非常に難しい仕事","現在の手法を参考程度にしながら、異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門全体に影響を与える仕事","部門外・社外との交渉・折衝業務が多い仕事","部門内との調整作業が多い仕事","既存の方法を参考にしつつも、新しい方法を用いなければ解決出来ないことが多い仕事","経営への影響度が大きな仕事"]
[null,5,"採用や配置転換による代替人材の確保が不可能な仕事","現在の手法と全く異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても高い専門性が必要とされる仕事","自由裁量を行使した結果が、企業全体に影響を与える仕事","部門外・社外との交渉・折衝業務が非常に多い仕事","部門内との調整作業が非常に多い仕事","最初から新しい方法を用いなければ解決出来ない仕事","経営への影響度が非常に大きな仕事"]

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["職務(役割)評価ツール",null,null,"―　Step2(ｵﾌﾟｼｮﾝ)　―"]
[null,"自社の実態に合わせてカスタマイズした職務（役割）評価表を用いて評価してみましょう！"]
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[null,"Step2(ｵﾌﾟｼｮﾝ)-③ 職務(役割)評価の実施"]
[null,"対象社員",1]
[null,"雇用区分",{"$f":"IF(ISERROR(INDEX(雇用区分2X,C20,1)),\"\",INDEX(雇用区分2X,C20,1))","v":""}]
[null,"職務(役割)ポイント",{"$f":"SUM(G24:G81)","v":0}]
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[null,"評価項目","定義","ウェイト","スケール",null,"ポイント","更新日"]
[null,null,null,null,4]
[null,"①人材代替性","採用や配置転換によって代わりの人材を探すのが難しい仕事",1,null,null,{"$f":"IF(E26=\"\",\"\",D26*F26)","v":""}]
[null,"②革新性","現在の方法とは全く異なる新しい方法が求められる仕事",1,null,null,""]
[null,"③専門性","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事",1,null,null,""]
[null,"④裁量性","従業員の裁量に任せる仕事",1,null,null,""]
[null,"⑤対人関係の複雑さ\n（部門外／社外）","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事",1,null,null,""]
[null,"⑥対人関係の複雑さ\n（部門内）","仕事を進める上で部門内の人材との調整が多い仕事",1,null,null,""]
[null,"⑦問題解決の困難度","職務に関する課題を調査・抽出し、解決につなげる仕事",1,null,null,""]
[null,"⑧経営への影響度","会社全体への業績に大きく影響する仕事",1,null,null,""]

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["職務(役割)評価ツール",null,null,"―　Step2(ｵﾌﾟｼｮﾝ)　―"]
[null,"自社の実態に合わせてカスタマイズした職務（役割）評価表を用いて評価してみましょう！"]
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[null,"Step2(ｵﾌﾟｼｮﾝ)-④ 活用係数の設定"]
[]
[null,null,"ﾊﾟｰﾄﾀｲﾑ労働者の活用係数",0.8]

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["職務（役割）評価ツール",null,null,null,"―　Step2　―"]
["　　　均等・均衡待遇が図られているかチェックしてみましょう！"]
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[null,"⑤ 時間賃率の計算",null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"パートタイム労働者"]
[null,"社員no.\n（氏名可）","雇用区分","ポイント","時間賃率","時間賃率\n（×活用係数）"]
[null,101,"正社員",40,2560,{"$f":"IF(C18=\"正社員\",E18*'2_4X活用係数の設定'!$D$19,E18)","v":2048}]
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[null,103,"正社員",37,2200,{"$f":"IF(C20=\"正社員\",E20*'2_4X活用係数の設定'!$D$19,E20)","v":1760}]
[null,104,"正社員",26,1560,{"$f":"IF(C21=\"正社員\",E21*'2_4X活用係数の設定'!$D$19,E21)","v":1248}]
[null,105,"正社員",35,1920,{"$f":"IF(C22=\"正社員\",E22*'2_4X活用係数の設定'!$D$19,E22)","v":1536}]
[null,106,"正社員",30,1420,{"$f":"IF(C23=\"正社員\",E23*'2_4X活用係数の設定'!$D$19,E23)","v":1136}]
[null,107,"正社員",20,920,{"$f":"IF(C24=\"正社員\",E24*'2_4X活用係数の設定'!$D$19,E24)","v":736}]
[null,108,"正社員",19,930,{"$f":"IF(C25=\"正社員\",E25*'2_4X活用係数の設定'!$D$19,E25)","v":744}]
[null,109,"正社員",20,950,{"$f":"IF(C26=\"正社員\",E26*'2_4X活用係数の設定'!$D$19,E26)","v":760}]
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[null,111,"正社員",20,1320,{"$f":"IF(C28=\"正社員\",E28*'2_4X活用係数の設定'!$D$19,E28)","v":1056}]
[null,112,"パートタイム労働者",22,1380,{"$f":"IF(C29=\"正社員\",E29*'2_4X活用係数の設定'!$D$19,E29)","v":1380}]
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[null,114,"正社員",28,1540,{"$f":"IF(C31=\"正社員\",E31*'2_4X活用係数の設定'!$D$19,E31)","v":1232}]
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[null,117,"正社員",18,910,{"$f":"IF(C34=\"正社員\",E34*'2_4X活用係数の設定'!$D$19,E34)","v":728}]
[null,118,"正社員",18,940,{"$f":"IF(C35=\"正社員\",E35*'2_4X活用係数の設定'!$D$19,E35)","v":752}]
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[null,122,"正社員",38,2480,{"$f":"IF(C39=\"正社員\",E39*'2_4X活用係数の設定'!$D$19,E39)","v":1984}]
[null,123,"正社員",32,1860,{"$f":"IF(C40=\"正社員\",E40*'2_4X活用係数の設定'!$D$19,E40)","v":1488}]
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[null,125,"正社員",38,1520,{"$f":"IF(C42=\"正社員\",E42*'2_4X活用係数の設定'!$D$19,E42)","v":1216}]
[null,126,"正社員",28,1400,{"$f":"IF(C43=\"正社員\",E43*'2_4X活用係数の設定'!$D$19,E43)","v":1120}]
[null,127,"正社員",20,925,{"$f":"IF(C44=\"正社員\",E44*'2_4X活用係数の設定'!$D$19,E44)","v":740}]
[null,128,"正社員",22,1340,{"$f":"IF(C45=\"正社員\",E45*'2_4X活用係数の設定'!$D$19,E45)","v":1072}]
[null,129,"正社員",20,1280,{"$f":"IF(C46=\"正社員\",E46*'2_4X活用係数の設定'!$D$19,E46)","v":1024}]
[null,130,"正社員",14,840,{"$f":"IF(C47=\"正社員\",E47*'2_4X活用係数の設定'!$D$19,E47)","v":672}]
[null,131,"正社員",36,2180,{"$f":"IF(C48=\"正社員\",E48*'2_4X活用係数の設定'!$D$19,E48)","v":1744}]
[null,132,"パートタイム労働者",40,2240,{"$f":"IF(C49=\"正社員\",E49*'2_4X活用係数の設定'!$D$19,E49)","v":2240}]
[null,133,"正社員",36,2220,{"$f":"IF(C50=\"正社員\",E50*'2_4X活用係数の設定'!$D$19,E50)","v":1776}]
[null,134,"正社員",24,1050,{"$f":"IF(C51=\"正社員\",E51*'2_4X活用係数の設定'!$D$19,E51)","v":840}]
[null,135,"正社員",34,1500,{"$f":"IF(C52=\"正社員\",E52*'2_4X活用係数の設定'!$D$19,E52)","v":1200}]
[null,136,"正社員",29,1380,{"$f":"IF(C53=\"正社員\",E53*'2_4X活用係数の設定'!$D$19,E53)","v":1104}]
[null,137,"正社員",26,1080,{"$f":"IF(C54=\"正社員\",E54*'2_4X活用係数の設定'!$D$19,E54)","v":864}]
[null,138,"正社員",20,955,{"$f":"IF(C55=\"正社員\",E55*'2_4X活用係数の設定'!$D$19,E55)","v":764}]
[null,139,"パートタイム労働者",18,900,{"$f":"IF(C56=\"正社員\",E56*'2_4X活用係数の設定'!$D$19,E56)","v":900}]
[null,140,"正社員",12,830,{"$f":"IF(C57=\"正社員\",E57*'2_4X活用係数の設定'!$D$19,E57)","v":664}]

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["職務(役割)評価ツール",null,null,null,"―　Step2(ｵﾌﾟｼｮﾝ)　―"]
[null,"自社の実態に合わせてカスタマイズした職務（役割）評価表を用いて評価してみましょう！"]
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[null,"Step2(ｵﾌﾟｼｮﾝ)-⑤ 時間賃率の計算"]
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[null,"Step2(ｵﾌﾟｼｮﾝ)-⑥ 均等・均衡待遇のチェック"]

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["職務(役割)評価ツール",null,null,"―　Step3　―"]
[null,"職務(役割)評価結果を活用して均等・均衡待遇を実現できる制度を検討してみましょう！（応用編）"]
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[]
[]
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[]
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[null,"Step3-① パートタイム労働者の格付け(役割等級)制度の設計",null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"パートタイム労働者"]
[null,"格付け\n（役割等級）","格付け段階（役割等級）の定義","職務（役割）\nポイント"]
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[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B19,評価ポイント合計3,3,0)),\"\",VLOOKUP(B19,評価ポイント合計3,3,0))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B20,評価ポイント合計3,3,0)),\"\",VLOOKUP(B20,評価ポイント合計3,3,0))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B21,評価ポイント合計3,3,0)),\"\",VLOOKUP(B21,評価ポイント合計3,3,0))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B22,評価ポイント合計3,3,0)),\"\",VLOOKUP(B22,評価ポイント合計3,3,0))","v":""}]

{"sheet":"3_2正社員との対応関係","index":30,"n_rows":23,"n_cols":4,"rows_kept":23,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,"―　Step3　―"]
[null,"職務(役割)評価結果を活用して均等・均衡待遇を実現できる制度を検討してみましょう！（応用編）"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"Step3-② 正社員の職能資格制度との対応関係の設定"]
[null,"格付け\n（職能資格）","パートタイム労働者との対応関係","職務（役割）\nポイント"]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B17,評価ポイント合計3,3,0)),\"\",VLOOKUP(B17,評価ポイント合計3,3,0))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B18,評価ポイント合計3,3,0)),\"\",VLOOKUP(B18,評価ポイント合計3,3,0))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B19,評価ポイント合計3,3,0)),\"\",VLOOKUP(B19,評価ポイント合計3,3,0))","v":""}]
[null,null,null,{"$f":"IF(ISERROR(VLOOKUP(B20,評価ポイント合計3,3,0)),\"\",VLOOKUP(B20,評価ポイント合計3,3,0))","v":""}]
[null,null,null,""]
[null,null,null,""]
[null,null,null,""]

{"sheet":"3_3職務（役割）評価表","index":31,"n_rows":20,"n_cols":10,"rows_kept":20,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,null,"―　Step3　―","bit"]
[null,"職務(役割)評価結果を活用して均等・均衡待遇を実現できる制度を検討してみましょう！（応用編）"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"Step3-③ 職務(役割)評価表のカスタマイズ"]
[null,"評価項目","①人材代替性","②革新性","③専門性","④裁量性","⑤対人関係の複雑さ\n（部門外／社外）","⑥対人関係の複雑さ\n（部門内）","⑦問題解決の困難度","⑧経営への影響度"]
[null,"　　定義\n\n\nスケール","採用や配置転換によって代わりの人材を探すのが難しい仕事","現在の方法とは全く異なる新しい方法が求められる仕事","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事","従業員の裁量に任せる仕事","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事","仕事を進める上で部門内の人材との調整が多い仕事","職務に関する課題を調査・抽出し、解決につなげる仕事","会社全体への業績に大きく影響する仕事"]
[null,1,"採用や配置転換による代替人材の確保が非常に容易な仕事","現在の手法をそのまま活用出来る仕事","それほど専門性が必要とされない仕事","原則として自由裁量のない仕事","部門外・社外との交渉・折衝業務がない仕事","部門内との調整作業がない仕事","既存の方法で解決出来ることが多い仕事","経営への影響度が非常に軽微な仕事"]
[null,2,"採用や配置転換による代替人材の確保が容易な仕事","現在の手法をかなりそのまま活用出来る仕事","担当分野において平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、本人のみに影響を与える仕事","部門外・社外との交渉・折衝業務が少ない仕事","部門内との調整作業が少ない仕事","既存の方法を少しｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度が軽微な仕事"]
[null,3,"採用や配置転換による代替人材の確保が難しい仕事","現在の手法をある程度活用出来る仕事","担当分野において高い専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門の一部に影響を与える仕事","部門外・社外との交渉・折衝業務がやや多い仕事","部門内との調整作業がやや多い仕事","既存の方法を大きくｱﾚﾝｼﾞすることで解決出来ることが多い仕事","経営への影響度がやや大きな仕事"]
[null,4,"採用や配置転換による代替人材の確保が非常に難しい仕事","現在の手法を参考程度にしながら、異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても平均的な専門性が必要とされる仕事","自由裁量を行使した結果が、当該部門全体に影響を与える仕事","部門外・社外との交渉・折衝業務が多い仕事","部門内との調整作業が多い仕事","既存の方法を参考にしつつも、新しい方法を用いなければ解決出来ないことが多い仕事","経営への影響度が大きな仕事"]
[null,5,"採用や配置転換による代替人材の確保が不可能な仕事","現在の手法と全く異なるものが求められる仕事","担当分野において高い専門性が必要とされ、かつその周辺分野においても高い専門性が必要とされる仕事","自由裁量を行使した結果が、企業全体に影響を与える仕事","部門外・社外との交渉・折衝業務が非常に多い仕事","部門内との調整作業が非常に多い仕事","最初から新しい方法を用いなければ解決出来ない仕事","経営への影響度が非常に大きな仕事"]

{"sheet":"3_4職務（役割）評価","index":32,"n_rows":36,"n_cols":8,"rows_kept":36,"cut":false,"hidden":false,"merged":[[30,7,30,8],[26,6,27,6],[26,2,27,2],[26,3,27,3],[26,1,27,1],[26,4,27,5],[26,7,27,8],[28,7,28,8],[29,7,29,8],[35,7,35,8],[31,7,31,8],[32,7,32,8],[33,7,33,8],[34,7,34,8]]}
["職務(役割)評価ツール",null,null,"―　Step3　―"]
[null,"職務(役割)評価結果を活用して均等・均衡待遇を実現できる制度を検討してみましょう！（応用編）"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"Step3-④ 職務(役割)評価の実施"]
[null,"雇用区分","パートタイム労働者"]
[null,"対象","パート222"]
[null,"職務（役割）ポイント",{"$f":"SUM(G:G)","v":32}]
[]
[null,"評価項目","定義","ウェイト","スケール",null,"ポイント","更新日"]
[null,null,null,null,4]
[null,"①人材代替性","採用や配置転換によって代わりの人材を探すのが難しい仕事",1,"採用や配置転換による代替人材の確保が非常に難しい仕事",4,{"$f":"IF(E29=\"\",\"\",D29*F29)","v":4},"2015-03-27"]
[null,"②革新性","現在の方法とは全く異なる新しい方法が求められる仕事",1,"現在の手法を参考程度にしながら、異なるものが求められる仕事",4,4,"2015-03-27"]
[null,"③専門性","仕事を進める上で特殊なｽｷﾙや技能が必要な仕事",1,"担当分野において高い専門性が必要とされ、かつその周辺分野においても平均的な専門性が必要とされる仕事",4,4,"2015-03-27"]
[null,"④裁量性","従業員の裁量に任せる仕事",1,"自由裁量を行使した結果が、当該部門全体に影響を与える仕事",4,4,"2015-03-27"]
[null,"⑤対人関係の複雑さ\n（部門外／社外）","仕事を行う上で、社外の取引先や顧客、部門外との調整が多い仕事",1,"部門外・社外との交渉・折衝業務が多い仕事",4,4,"2015-03-27"]
[null,"⑥対人関係の複雑さ\n（部門内）","仕事を進める上で部門内の人材との調整が多い仕事",1,"部門内との調整作業が多い仕事",4,4,"2015-03-27"]
[null,"⑦問題解決の困難度","職務に関する課題を調査・抽出し、解決につなげる仕事",1,"既存の方法を参考にしつつも、新しい方法を用いなければ解決出来ないことが多い仕事",4,4,"2015-03-27"]
[null,"⑧経営への影響度","会社全体への業績に大きく影響する仕事",1,"経営への影響度が大きな仕事",4,4,"2015-03-27"]

{"sheet":"3_5活用係数の設定","index":33,"n_rows":20,"n_cols":4,"rows_kept":20,"cut":false,"hidden":true,"merged":[]}
["職務（役割）評価ツール",null,null,"―　Step3　―"]
["　　　職務（役割）評価結果を活用して均等・均衡待遇を実現できる制度を検討してみましょう！（応用編）―"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"Steo3 ⑤ 活用係数の設定"]
[null,null,"ﾊﾟｰﾄﾀｲﾑ労働者の活用係数",0.8]

{"sheet":"3_6時間賃率の計算","index":34,"n_rows":23,"n_cols":28,"rows_kept":23,"cut":false,"hidden":true,"merged":[]}
["職務（役割）評価ツール",null,null,"―　Step3　―"]
["　　　職務（役割）評価結果を活用して均等・均衡待遇を実現できる制度を検討してみましょう！（応用編）―"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"⑥ 時間賃率の計算",null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,null,"パートタイム労働者"]
[null,"格付け\n（職能資格）","パートタイム労働者との対応関係","ポイント","時間賃率","時間賃率\n（×活用係数）"]
[null,"7等級（部長相当）",6,40,2560,{"$f":"'3_5活用係数の設定'!$D$20*'3_2正社員との対応関係'!#REF!","v":{"$error":"#REF!"}}]
[null,"6等級（課長相当）",6,40,2500,{"$f":"'3_5活用係数の設定'!$D$20*'3_2正社員との対応関係'!#REF!","v":{"$error":"#REF!"}}]
[null,"5等級",6,37,2200,{"$f":"'3_5活用係数の設定'!$D$20*'3_2正社員との対応関係'!#REF!","v":{"$error":"#REF!"}}]
[null,"4等級",1,26,2200,{"$f":"'3_5活用係数の設定'!$D$20*'3_2正社員との対応関係'!#REF!","v":{"$error":"#REF!"}}]
[null,"3等級",2,37,2200,{"$f":"'3_5活用係数の設定'!$D$20*'3_2正社員との対応関係'!#REF!","v":{"$error":"#REF!"}}]
[null,"2等級",6,26,1560,{"$f":"'3_5活用係数の設定'!$D$20*'3_2正社員との対応関係'!#REF!","v":{"$error":"#REF!"}}]
[null,"1等級",6,26,1560,{"$f":"'3_5活用係数の設定'!$D$20*'3_2正社員との対応関係'!#REF!","v":{"$error":"#REF!"}}]

{"sheet":"格付け評価結果一覧","index":35,"n_rows":1,"n_cols":9,"rows_kept":1,"cut":false,"hidden":true,"merged":[]}
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{"sheet":"temp3","index":36,"n_rows":36,"n_cols":7,"rows_kept":36,"cut":false,"hidden":true,"merged":[]}
[0,null,null,{"$f":"IF(ISERROR(MATCH(C24,格付け評価結果一覧,0)),COUNTA(格付け評価結果一覧)+1,MATCH(C24,格付け評価結果一覧,0))","v":2},null,null,{"$f":"IF(ISERROR(MATCH(F1,格付け評価結果一覧,0)),0,MATCH(F1,格付け評価結果一覧,0))","v":0}]
[1]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"パートタイム労働者"]
[null,"社員②"]
[]
[]
[]
[]
[null,null,null,null,"採用や配置転換による代替人材の確保が非常に難しい仕事",4]
[null,null,null,null,"現在の手法を参考程度にしながら、異なるものが求められる仕事",4]
[null,null,null,null,"担当分野において高い専門性が必要とされ、かつその周辺分野においても平均的な専門性が必要とされる仕事",4]
[null,null,null,null,"自由裁量を行使した結果が、当該部門全体に影響を与える仕事",4]
[null,null,null,null,"部門外・社外との交渉・折衝業務がやや多い仕事",3]
[null,null,null,null,"部門内との調整作業がやや多い仕事",3]
[null,null,null,null,"既存の方法を大きくｱﾚﾝｼﾞすることで解決出来ることが多い仕事",3]
[null,null,null,null,"経営への影響度がやや大きな仕事",3]

{"sheet":"3_6職務(役割)評価を用いた 格付け(役割等級)制度の検証","index":37,"n_rows":21,"n_cols":4,"rows_kept":21,"cut":false,"hidden":false,"merged":[]}
["職務(役割)評価ツール",null,null,"―　Step3　―"]
[null,"職務(役割)評価結果を活用して均等・均衡待遇を実現できる制度を検討してみましょう！（応用編）"]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[]
[null,"Step3-⑤ 職務(役割)評価を用いた格付け(役割等級)制度の検証"]

{"sheet":"3の結果ｼｰﾄ(隠し)","index":38,"n_rows":16,"n_cols":15,"rows_kept":16,"cut":false,"hidden":true,"merged":[]}
["X軸","ポイント","格付け","対応格付け","等級","比較対象","対応系列",null,null,null,null,null,null,null,"ColorIndex"]
[null,null,null,null,null,null,null,null,null,null,null,1,"薄い青",null,41]
[null,null,null,null,null,null,null,null,null,null,null,2,"ペールブルー",null,37]
[null,null,null,null,null,null,null,null,null,null,null,3,"水色",null,8]
[null,null,null,null,null,null,null,null,null,null,null,4,"薄い水色",null,34]
[null,null,null,null,null,null,null,null,null,null,null,5,"薄い黄",null,36]
[null,null,null,null,null,null,null,null,null,null,null,6,"ベージュ",null,40]
[null,null,null,null,null,null,null,null,null,null,null,7,"ラベンダー",null,39]
[null,null,null,null,null,null,null,null,null,null,null,8,"薄い緑",null,35]
[null,null,null,null,null,null,null,null,null,null,null,9,"ライム",null,43]
[null,null,null,null,null,null,null,null,null,null,null,10,"黄",null,6]
[null,null,null,null,null,null,null,null,null,null,null,11,"ローズ",null,38]
[null,null,null,null,null,null,null,null,null,null,null,12,"明るい緑",null,4]
[null,null,null,null,null,null,null,null,null,null,null,13,"ゴールド",null,44]
[null,null,null,null,null,null,null,null,null,null,null,14,"ピンク",null,7]
[null,null,null,null,null,null,null,null,null,null,null,15,"シーグリーン",null,50]

{"sheet":"【参考】職務（役割）評価項目","index":39,"n_rows":35,"n_cols":4,"rows_kept":35,"cut":false,"hidden":true,"merged":[[31,2,32,2],[4,1,5,1],[4,2,5,2],[4,3,5,3],[6,1,8,1],[9,1,11,1],[12,1,14,1],[15,1,16,1],[28,2,29,2]]}
["職務（役割）評価ツール",null,null,"【参考】職務（役割）評価項目（例）"]
["【参考】職務（役割）評価項目（例）"]
[]
[null,"国際労働機関（ILO）による職務（役割）評価項目"]
[null,"基本的な\n職務評価項目 ","二次的な\n職務評価項目","説明"]
[]
[null,"知識・技能　","職務知識","職務を遂行する上で必要な知識、専門的な知識・資格 "]
[null,null,"コミュニケーションの技能　","職務を遂行する上で必要な、顧客や利用者、職場の上司や同僚等と良好な関係を作るための、口頭または文書によるコミュニケーションの技能"]
[null,null,"身体的技能","職務を遂行する上で必要な、手先の器用さ、手わざの良さ・正確さ、機械や器具等を操作する技能"]
[null,"負担","感情的負担","職務を遂行するうえで、顧客等の感情に配慮し、自分の感情を調整したり、相手の感情の起伏を冷静に受け止め、自分の感情を抑制したりする際に生じる負担"]
[null,null,"心的負担","職務を遂行する上で要求される、集中力や注意力、同時進行で複数の仕事を行う、仕事の期限が厳しいなど、精神にかかる負担"]
[null,null,"身体的負担","重量物の運搬、無理な姿勢の維持など、職務を遂行する上で要求される身体にかかる負担"]
[null,"責任","人に対する責任","同僚や部下の育成や管理、人事評価、勤務シフトの作成や調整等に関する責任"]
[null,null,"物に対する責任","顧客情報の管理や秘密保持、土地や建物・備品等の維持・管理、顧客に提供する商品やサービスの創造・品質の維持・管理に関する責任"]
[null,null,"財務責任","利益目標の実現に対する影響、職務上取り扱う金銭や金権等の取り扱い範囲・頻度・金額、予算計画の作成や予算の執行など、金銭に関する責任"]
[null,"労働条件","労働環境","埃、騒音、有害な化学物質、不快な温度や湿度など、勤務する状況の不快さや危険などの物理的な環境"]
[null,null,"心理的環境","不規則な労働時間、深夜時間帯の勤務などが求められたり、仕事の重圧やプレッシャーがかかる状況で勤務する必要があったりするなどの心理的な環境"]
[null,"出典：ILO駐日事務所ﾎｰﾑﾍﾟｰｼﾞより"]
[]
[null,"長野県経営者協会による職務（役割）評価項目 "]
[null,"正社員用","正社員&パートタイム労働者用　　"]
[null,"専門性","専門性"]
[null,"問題解決力","問題解決の困難度"]
[null,"人材代替性","*"]
[null,"目標/戦略に対する影響の強さ　　","数値目標への関与度"]
[null,"管理組織ｻｲｽﾞ","影響を及ぼす人の数"]
[null,"仕事の範囲","*"]
[null,"革新性","*"]
[null,"交渉の困難さ\n（外部）","調整の複雑さ"]
[null,"交渉の困難さ\n（内部）"]
[null,"従業員への負担","*"]
[null,"現在の経営への\n影響度","顧客対応の複雑さ"]
[null,"将来の経営への\n影響度"]
[null,"*","裁量性"]
[null,"出典：長野県経営者協会より"]