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Results for “Job Evaluation”

60 results in spaces you can access

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New Member Welcome · AnsweredWhere do you actually begin with a first job evaluation project?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 looksTessa Grant · 4 replies · 2y ago
Pay Equity & Transparency · AnsweredHow fine should equal-value categories be when each grade spans very different jobs?partner and our office managers' team lead. On paper they scored the same in the job evaluation three years ago. If I use grade as the category, the gap in gradeAnonymous member · 5 replies · 2mo ago

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CompensationPoints-factor evaluation or straight market pricing for a 900-person organisation?hiring. Leadership wants a proper structure within a year. One camp wants a points-factor job evaluation scheme for defensibility. The other wants to market-price everything and slot the rest. WithJulia Quintero · 3 replies · 1y ago

Pay Equity & TransparencyAI-assisted job matching for equal value: where it helped and where it embarrassed usjobs with different titles in about a day, and its ranking of jobs within a family matched our evaluation panel around 85% of the time. Where it embarrassed us: it consistently scoredNoor Esposito · 3 replies · 1mo ago

Job Architecture & CareersFitting a career framework around a nationally negotiated pay spine: worth attempting?nationally negotiated spine and our grades are determined by a long-established analytical job evaluation scheme, so the levels themselves are not mine to redesign. Staff survey results say people cannotXimena Hoffmann · 1 reply · 4w ago

Global & MobilityOur template for one global grade structure with local pay rangesfind worked examples. Medical devices company, about 7,000 employees, 26 countries, 14 global grades evaluated by one method. Each country has its own ranges per grade, built from local survey dataPetra Lindqvist · 4 replies · 1mo ago

CompensationRed circles: we froze 41 people in 2023, and here is where they are three years laterAfter a job evaluation exercise at a housing association in the north of England, about 1,100 staff, 41 people ended up above their new range maximum, by betweenElif Yilmaz · 4 replies · 2w ago

Job Architecture & Careers · AnsweredAfter a reorganisation shrinks the job, does the incumbent keep their level?evaluate one level lower than before: smaller teams, less revenue responsibility. Nobody was made redundant, which was the stated goal. We now have people at level 8 doing level 7 jobs. TheirJulia Ibrahim · 4 replies · 1w ago

New Member WelcomeSix years advising on pay, first month in-house, and it is a different jobspent six years at a reward consultancy in Copenhagen, mostly on job evaluation and executive pay benchmarking for Nordic clients. Last month I joined a wind energy company as reward lead, aboutBen Haddad · 5 replies · 9mo ago

Job Architecture & CareersMoving a senior nurse into operations management: same level, or start again lower?experience wants to move into a hospital operations role. On the corporate framework the job is evaluated two levels below her clinical grade, largely because she would have no team at firstTheo Rasmussen · 2 replies · 2y ago

CompensationWe cut midpoint progression from 15% to 10% between grades and I would not do it againsteady stream of regrading requests because the next grade up looks so close. Job evaluation now spends most of its time arguing about one-grade differences that barely changeCamille Quintero · 5 replies · 4mo ago

New Member Welcome · AnsweredWhat would you read in your first three months in compensation?In the accepted answerthis order. First, any standard textbook on base pay, but only the chapters on job evaluation, market pricing and range design; skip the rest for now. Second, your own company's lastVictor Ueda · 5 replies · 9mo ago

Job Architecture & Careers · AnsweredGermany: how do you treat Prokura and executive-employee status in a global title scheme?In a replytreat them as attributes of the person, not of the job or the level. In our HR system there is a separate field for signing authority and another for executive-employee statusXimena Pereira · 3 replies · 1y ago

Pay Equity & Transparency · AnsweredAn employee has asked in writing for her comparators' average pay. What do we send back?In the accepted answerequal-value work. We had a group of six. Applying the category from our job evaluation, which our reporting uses anyway, gave 41 people across product, programme and clinical rolesNoor Esposito · 4 replies · 2mo ago

New Member Welcome · AnsweredI am the whole HR department and pay has just landed on my desk. Where first?In the accepted answerlocal salary survey rather than several. Leave alone for now: bonus design, a formal job evaluation scheme and any pay progression rules. Fix the largest unexplained gaps over two review cycles ratherVictor Ueda · 4 replies · 9mo ago

London ChapterSpring meetup: topics you want coveredIn a replyasking whether our store and warehouse roles are exposed. A session on running a defensible job evaluation across very different job families would be worth the train fare from ReadingElif Kowalski · 1 reply · 4w ago

New Member WelcomeReward in a council with pay spines and very little room to moveThere are three of us. It is a different world. Pay points are nationally negotiated, job evaluation is taken very seriously, and the tools I used to rely on, such as meritDaniel Ibrahim · 4 replies · 1y ago

Pay Equity & Transparency · AnsweredRelatedSpreadsheet regression or a dedicated analysis tool for a 1,200-person company?I am a one-person compensation function at a 1,200-employee engineering consultancy in Ireland. For two years I have run our pay equity regression in a spreadsheet add-in: log of base pay on gender, gFarrah Oyelaran · 5 replies · 1y ago

Pay Equity & Transparency · AnsweredHow far along is everyone on EU Pay Transparency Directive readiness?In a replypart, 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 councilAisha Karim · 5 replies · 4w ago

Pay Equity & TransparencyIs anyone using AI tooling for pay equity analysis yet?In a replyevaluated two. Both were competent at the regression and neither helped with the part that actually takes the time, which is reconciling job data across systemsPriya Raghunathan · 2 replies · 4w ago

Pay Equity & TransparencyWho signs off your pay equity audit, and is annual really often enough?In a replyevery second year with a light refresh in between. The full version includes rechecking job evaluations for a sample of roles, which is what takes the time. The model rerunAnonymous member · 5 replies · 12mo ago

CompensationRelatedSixty job titles into nine grades without a consultant: notes from a small manufacturerWe are a family-owned precision components maker in the English Midlands with 310 employees. Until last year there were 60 job titles and no structure at all. I am the HR manager and reward is one parElif Lindqvist · 1 reply · 1mo ago

New Member WelcomeRelatedSeven years as an HR generalist, three weeks as a reward adviserI work for a housing association in the north of England, about 1,100 staff, and until last month I was one of four HR business partners. When our reward adviser left, I put my hand up, partly becauseTheo Yilmaz · 4 replies · 3w ago

Pay Equity & TransparencyRelatedLesson learned: we ran the equity analysis before fixing job architecture, and paid twiceSharing this so someone else avoids it. We are a food manufacturer in the Nordics, around 5,000 employees in Denmark, Sweden and Finland, built up through acquisitions. In 2024 we commissioned a full Jonas Fischer · 4 replies · 1y ago

Pay Equity & TransparencyRelatedOpinion: the adjusted gap has become a way of explaining the problem awayI expect disagreement, which is the reason for posting. I have run pay equity analysis for twelve years, currently at an energy company with about 7,000 employees across the UK and Norway, and I have Grace Zhang · 6 replies · 12mo ago