This research examines the point-factor job evaluation model used for the Des Moines Public School District's (DMPSD) administrative job evaluation An independent consulting firm (i.e., job evaluation consultant) was hired to provide technical expertise and assistance for the administrative job evaluation. The DMPSD selected six administrators (five certificated and one noncertificated) to form the job evaluation committee (JEC) to perform the evaluations for certificated and noncertificated administrative jobs. This committee was trained in the job evaluation method by the consultant;A point-factor survey (PFC survey) and follow-up interviews with the JEC members were used to examine the five major components of the job evaluation model, which were: the position questionnaire; the training and practice sessions; the interviews; the role of the consultant; and the group work evaluation scoring. The PFC survey consisted of 37 questions, subcategorized into five sections (representing the five components) and a section for comments. The follow-up interviews of the JEC members were conducted individually to elicit further information from the PFC survey. The interviews were tape recorded and transcribed;The results from the survey and interviews were analyzed and suggestions were submitted for improving the model. (1) The selection of two administrative job evaluation committees (five certificated and five noncertificated administrators); and (2) In-depth interview training for the JEC members by the consultant. Implications of these changes are: (1) Separating one job evaluation committee (with both certificated and noncertificated administrators) into two separate committees to give each group equality and autonomy. (2) In-depth interview training for the JEC members to provide them skills needed to elicit significant information from the interviewees for the job evaluation scoring. Other changes suggested were: (1) A large meeting for all DMPSD administrators with a sponsor presiding to discuss the job evaluation process and end results. (2) Group interviews (all the JEC members with each administrator). (3) Locations moved for interviews and evaluation scoring. (4) Use of audio-visuals to streamline the job evaluation process.