Bespoke Job Evaluation Framework

A systematic way of objectively assessing the skills and complexity of a role

A bespoke job evaluation framework allows us to:

bespoke job evaluation

Developing a bespoke job evaluation framework is dependent on your organisation already having job architecture or a career framework in place. However, this part of the process is all about focusing on the role and not the person.

There are a number of different approaches you could take.

Most of the salary surveys, such as Willis Towers Watson, Radford and Mercer all have their own approach that is used by hundreds of organisations to put together salary surveys. However, these are off-the-shelf solutions that remain fairly generic in order to apply to all different types of organisations of different sizes and in different sectors.

If we’re going to be transparent with employees, communicating clearly and honestly to them, we need something that is bespoke and aligned to our reward strategy and pay philosophy and uses the language that reflects our organisation and brand.

How it works

1. We look at your job architecture or your career framework and review some of your job descriptions to understand the common characteristics and what typically leads to career progression in your organisation.

2. We present a list of seven to eight gender-neutral factors that we recommend as the common skills that lead to career progression. We’d then discuss these with you and agree on the five that are most relevant to your organisation, applying to all the different job roles.

3. We become familiar with your brand language, making sure we understand particular terminology and preferences. This may include:

  • Employees or team members?
  • Organisation or company?

4. We will build definitions for the five chosen factors and your career framework or job architecture, using your brand language.

5. We will draft a bespoke job evaluation policy, once you have reviewed the definitions and agreed the framework. This details the definitions, and governance of the job evaluation process and how it works.

Communication

It is important to communicate any new changes and policies so that your employees feel part of the process. This can help develop trust and a sense of purpose that leads to more engaged colleagues.

We offer different reward communications packages to suit your needs and help communicate clearly and honestly to employees.

Related Reading

Case Studies

View our case studies with details on the project and results

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