Job evaluation or job matching is at the foundation of most robust reward systems. Here's an overview of our tried and tested Role-Check system and how we used it to set up a solid pay structure for one of our clients.
Why categorise your jobs?
Job evaluation and job profiling 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. This enables you to develop a fair and consistent pay structure and to protect your organisation from equal pay claims.
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 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 jobs 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.
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 'light touch' solution that should satisfy equal value requirements.
Case study: developing a job matching framework
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 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, 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. Here's what they thought about the process:
'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.
EBRS are totally reliable and created positive relationships with those people that they worked with here. They provide sound practical advice whilst drawing upon the considerable expertise that they have. We will definitely work with them again when we need further help.'
Contact us to discuss how we could help your organisation and we will tailor a quotation for you.
News and views from the EBRS team
Updates and opinions on the world of employee pay and reward from the team at EBRS. We've archived articles from before 2016.