Our tried and tested Role-Check system is used as the foundation for much of our client work. It isn’t just used for categorising roles in a structure – we have also used it to help clients restructure their teams and this article explains how.
Why categorise your roles?
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.
Our job categorisation systems provide a reliable 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 to use job categorisation when revising roles
Employers are often under pressure to make efficiency savings, so mergers, reshuffles and changes in job duties often result. If these lead to reductions in headcount, you will have to consider whether or not the affected employees have to be offered redundancy as an alternative to accepting the new role. Employees will lose their right to statutory redundancy pay if they unreasonably refuse a suitable alternative job offer.
If the new role is a reasonable match to the existing role, then it can be considered a suitable alternative. If there are some differences then the employee should be offered a trial period, otherwise the differences could be too significant for the role to be a match.
This is where job categorisation can really help. To determine whether a new role is ‘suitable’, an employer should consider how similar its terms are to the current one.
By assessing the core elements of the role using an analytical job evaluation or job matching system, an employer can establish how similar the current and proposed roles in terms of the core responsibilities, duties and status, as well as the skill set that is required. Other considerations are pay, hours, and job location.
How we can help
Our Suitable Alternative Job Comparison service is an objective method of testing the suitability of roles in this scenario. This helps to take the individual out of this part of the assessment, so we can give you our view on the role documentation – and if the actual duties of the employee differ from an outdated job description, then we can also take this into account.
We will provide you with a judgement on whether there is a close match or a partial match, which you can then use as part of your decision process, taking account of the skills and personal circumstances of the employees in question.
As one client commented: “This has enabled us to undergo substantial change management in a fair, structured and transparent way.”
Contact us to discuss how we could help your organisation with our Suitable Alternative Job Comparison service.
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.