Job evaluations are an essential discipline for maintaining a robust and defensible structure to all jobs within an organisation by systematically determining the value of a role in comparisons to other roles within an organisation or across the external market.
Understanding an organisation’s structure and knowing how different skills and responsibilities fit are crucial to the development of successful pay policies. This is especially so for companies that face issues including:
- A lack of transparency
- No mechanism for progression
- The current structure is no longer fit-for-purpose
- Using too many/too few pay grades
- Failing to attract/retain staff
- Staff challenging their pay/grade
Our approach to Job Evaluation simplifies any pay and grading project producing transparent and justifiable results. Our tried and tested methodology analyses 10 factors that encompass the requirements, demands and content of jobs from Chief Executive to unskilled in a wide range of organisations operating in the private, public and not-for-profit sectors. This methodology considers educational standards, responsibility, accountability, complexity, and autonomy.
The Croner Reward methodology helps to:
- Rank current roles by seniority
- Establish internal job relativities and equity
- Develop a fair and equitable grading structure
- Consider ‘what if’ scenarios
- Link pay to the external market
Job Evaluation Tool
Undertaking Job Evaluation can be a complex task because of the wide range of varying factors that have to be taken into consideration, which is where our Job Evaluation Tool can help.
Available as an online subscription, or via our team of specialists, Croner Reward’s job evaluation methodology supports the analysis of different skills and responsibilities using a step-by-step approach. It compares jobs against 10 analytical factors, including:
• Educational standards and levels of skill
• Managerial and supervisory responsibility
All ten are deliberately non-discriminatory to ensure equal treatment of all employees, as well as analytical to give more defence and meet legislative requirements. Additionally, putting the emphasis on the job description makes sure that jobs are being evaluated rather than the people in them.
Once this job evaluation process has been completed, job ranks are automatically defined under ten reward rankings from Unskilled Grade to Director. When all of the work has been completed the results can be assessed to test job relativities and through job ranks, which links to our extensive pay database.