With the transposition deadline behind us, I'm trying to benchmark where peer organisations actually are rather than where the consultancies say we should be.
We're a 6,000-person employer across Germany, France, and the Netherlands. Two things I'd genuinely like to hear about: how are you handling the 'work of equal value' grouping, and has anyone briefed their works council yet?
4 helpful · 4 insightful · 1 agree · 5 replies · 79 views
Accepted answer· by Priya Raghunathan
On the works council question specifically, because I think that is the one that actually matters here. Brief them before your analysis is finished, not after. We arrived with a complete gap analysis the first time and it was received as a fait accompli. The second time we shared the methodology at the design stage and invited challenge on the control variables. Took longer, and the output was accepted without a fight.
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Hannah MüllerGRS, CRP
Global Job Architecture Lead, Steinbach Industrie
We're a similar size and about six months ahead of you. The 'work of equal value' grouping was the single hardest part, and I'd push back on doing it analytically first.
We used our existing job evaluation points as the starting grouping, then had a joint working group with the works council validate the bands rather than the individual scores.
Aisha KarimCRP, GRS
Compensation Consultant, Independent
That is genuinely useful, thank you. Did you take the existing evaluation points as-is, or re-evaluate roles that had not been looked at in years?
Priya RaghunathanGRS, CSI
Head of People Analytics, Calibre Software
Accepted answer
On the works council question specifically, because I think that is the one that actually matters here.
Brief them before your analysis is finished, not after. We arrived with a complete gap analysis the first time and it was received as a fait accompli. The second time we shared the methodology at the design stage and invited challenge on the control variables. Took longer, and the output was accepted without a fight.
Reward Partner, Nordvik Energy
Adding a Nordic perspective: Sweden already had annual pay mapping obligations, so the Directive felt incremental for us. If you have entities in a country with existing requirements, start there and use it as your pilot.
