Photo of a pond at Chepstow Park Wood

Job evaluation

We see job evaluation as an essential tool that, when applied correctly, provides clear direction without weighing you down.

With the right guidance, the process can be streamlined and straightforward. We developed our Role Check system over a decade ago and have successfully applied it in all sorts of organisations to assess their jobs analytically.

The results can provide the basis for benchmarking pay against market data and as the foundation of a transparent grade and pay structure.

Job evaluation can also help when organisations are restructuring teams or checking for suitable alternative work options by checking if proposed roles match existing ones.

  • Job evaluation and job matching are both systematic ways of comparing the relative value of your roles in your organisation.

    These processes 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.

  • Our job categorisation systems provide a reliable and consistent way of assessing the relative size and complexity of your roles.

    Role Check is based around 10 factors that measure the key aspects of a role, taking account of its required skills, responsibilities and demands.

    Developed in line with the Equality and Human Rights Commission's guidance, it will help to develop a fair and consistent pay structure and to protect your organisation from equal pay claims.

  • The results can also be used to aid your recruitment and training processes, to establish career progression paths and to develop competency frameworks.

    This can simplify the way that you categorise your jobs. This helps employees to understand job size and the link that this has to their pay.

  • Big Society Capital is an organisation that aims is to improve the lives of people in the UK by connecting investment to charities and social enterprises that are creating social change.

    We were asked to develop a system of categorising their roles that better reflected 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, working with the management team to create a job matching framework that showed example behaviours that employees would need to progress from one level to the next.

    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 to develop a robust approach to managing grades and salaries. They are totally reliable and created positive relationships with those people that they worked with here. They provided sound practical advice whilst drawing upon the considerable expertise that they have.”