Job Evaluation
The Reward Partnership offers a comprehensive job evaluation service. Job evaluation is widely regarded as the most reliable basis upon which to develop any organisation’s pay structure. It is a tried and tested method of measuring the key elements of any job content, from the Chief Executive to the most junior level, so that all jobs within the organisation can be placed at the right level within the structure.
We have our own job evaluation methodology, JESS, which is a factor-based, analytical system of the kind recommended by the Human Rights and Equalities Commission. It is easy to use and has 7 factors which measure the key elements of a job, e.g. knowledge and skills and decision making, which are analysed separately to produce an overall job ‘weight’. All our consultants are familiar with and do use many other job evaluation methodologies including: -
- JEGS
- JESP
- JEMS
- LGMB
- NJC
- Gauge
- Paypoints I & II
The job evaluation process typically requires the job holder to complete
a straightforward questionnaire and then to be interviewed for about an
hour about their specific role and responsibility. The interview can be
conducted by a Reward Partnership consultant, or by an in-house analyst
trained by The Reward Partnership to use the JESS scheme. The typical
outcome of a job evaluation exercise is an agreed rank order of jobs by
weight that can then be used to determine the number of levels (grades
or pay bands) within a new pay structure, and the level of each individual
job type.
