Categorising your roles
A clear way of assessing the size
of your roles is crucial if you want robust
reward practices. We can develop a pragmatic
system that will work for your organisation.
Our analytical job evaluation and job profiling systems can be customised for your organisation, providing a clear, simple way to assess your roles and to slot them into your structure.
Why categorise your roles?
Job categorisation provides a reliable and consistent way of assessing the relative size and complexity of your roles. This enables you to develop a fair and consistent pay structure and to protect your organisation from equal pay claims.
Job evaluation and job profiling are both systematic ways of comparing the relative value of your roles in your organisation.
You can use these processes to define the key elements of a job and the skills, knowledge and experience that are needed to do it. This helps employees to understand job size and the link that this has to their pay.
We can use the results to categorise similar roles into levels and then develop a pay structure that is right for your organisation.
The results can also be used to aid your recruitment and training processes, to establish career progression paths and to develop competency frameworks.
How we can help
We can assess the size of any (or all) of your roles, so that you can bring structure to your organisation. This can simplify the way that you categorise your job and can make it easier to tell staff how and why their role fits where it does.
We use Role-Check, our own job evaluation and job profiling system, to assess your roles. Developed in line with the Equality and Human Rights Commission's guidance, it has been used to evaluate roles of all sizes across a range of different sectors.
It is based around 10 factors that measure the key aspects of a role, taking account of its required skills, responsibilities and demands.
What you will get...
We customise our approach to meet your needs. We will advise you on the options, as a carefully designed job profiling system is often more appropriate than detailed job evaluation, providing a solution that should satisfy equal value requirements.
Whichever method we use, we will provide you with detailed analysis of our findings so that you can explain the outcome of the process to staff as required.
Case Study: Big Society Capital
We were asked to develop a system of categorising Big Society Capital’s roles that better reflects the organisation and helps with more robust communication about pay and progression in future.
We met with staff and managers to understand their roles and the context of the organisation. We then developed options for a structure to categorise roles in a way that reflects the fluid structure of the organisation.
We went on to benchmark a proportion of their roles and then devised a robust pay structure that complements the structure.
'EBRS worked with us during the course of this year to help us to develop a robust approach to managing grades and salaries. We were pleased with the work and impressed by their professionalism.