Director, Total Rewards, Ravenna Chemicals
Tessa Grant· Head of Reward, Beacon Retail Group
Asked in New Member Welcome ·
Where do you actually begin with a first job evaluation project?
I am the HR manager at a health charity in Nairobi with about 400 staff across five counties. Our board has asked for a job evaluation exercise because grades have drifted: we have programme officers on three different grades doing what looks like the same work.
I have never run one. We have a small budget for outside help but not for a full consultancy project, and I would rather understand the method myself than be handed a result.
Do I start with job descriptions, with choosing a scheme, or with the people who will sit on the panel? And how long should 110 distinct roles take?
3 helpful · 2 insightful · 2 agree · 4 replies · 77 views · 7 following
Accepted answer· by Hana Yilmaz
The order that has worked for me: agree with the board what the exercise is for and what it will not do, then pick a simple point-factor scheme with five or six factors, then choose 15 to 20 benchmark roles that cover every level and function. Evaluate those first with a panel of five or six people, including two from programmes. Only then slot the rest. A one-page questionnaire per benchmark role is enough to begin with. Allow three to four months. The Job Architecture & Careers space has people who have done this in NGOs.
Read in the conversation ↓
