Evaluation Frameworks define how jobs are scored and assigned to career tracks, levels, and grades in Evenpay. Each framework contains a set of weighted dimensions, questions evaluators answer, and rules that translate scores into job level outcomes. You can maintain multiple frameworks and use selection rules to automatically apply the right framework to each position.

Evaluation Frameworks List

The Evaluation Frameworks list shows all frameworks in your organization. Each entry displays the framework name, version, and the date it was last updated.

From this view you can:

• Activate or deactivate a framework using the toggle on the right side of each row
• Edit an existing framework by clicking into it
• Import a framework from a file using the Import button
• Create a new framework from scratch using the Create button

Only active frameworks are available for use when evaluating positions.

Creating or Editing a Framework

When you open a framework, you can configure it across several tabs: Basic Information, Evaluation Dimensions, Evaluation Rules, Job Level Calculation, Evaluation Cap, and Wizard & Level Settings.

Basic Information

Set the framework's Name and an optional Description to explain its purpose or intended use. The name appears wherever the framework is referenced — in evaluations, reports, and selection rules.

Evaluation Dimensions

Dimensions are the categories your framework evaluates. Each dimension contributes a defined number of points to the total score. The dimensions panel shows each dimension's name, point weight, percentage of total, and number of questions.

A default framework might look like this:

The total across all dimensions must equal 100%. Evenpay calculates each dimension's percentage automatically based on the point weights you assign.

Adding a Dimension

Click Add Dimension to open the configuration modal. Fill in the following fields:

• Dimension Name — a clear label for the dimension (e.g. "Knowledge & Skills")
• Description — an optional explanation shown to evaluators
• Canonical Factor — the standardized category this dimension maps to. Options are: Skills, Effort, Responsibility, WorkConditions, Other
• Weight in pts — the number of points this dimension contributes to the total score

Configuring Questions

Each dimension contains one or more questions that evaluators answer during a job evaluation. Click into a dimension to manage its questions.

When adding or editing a question, configure the following:

• Question Type — choose from:
• • Rating Scale — evaluator selects a numeric rating (e.g. 1–10) with descriptive labels at each point
  • Yes/No — evaluator picks one of two options
  • Multiple Choice — evaluator picks from a set of custom answer options, each with an assigned point value

For Rating Scale questions:

• Rating Range — set the minimum and maximum values (e.g. 1 to 10)
• Scale Labels — set an overall label for the low and high ends of the scale (e.g. "Basic" to "Expert")
• Scale Value Labels — optionally assign a descriptive label to each individual numeric point on the scale

For Multiple Choice questions:

• Answer Options — add each possible answer and assign it a point value out of 100. Click Add option to add more choices.

Advanced Settings (all question types):

• Question Weight in pts — how many of the dimension's points this individual question contributes. Useful when a dimension has multiple questions with unequal importance.
• Enable Notes — toggle on to allow evaluators to add a free-text note when answering this question

Evaluation Rules

Evaluation Rules use IF/THEN logic to automatically determine job level outcomes based on evaluation results. Rules are evaluated in order and the first matching rule applies.

Conditions — define what triggers the rule:

• Question Answer — a specific question was answered with a specific value
• Score greater than — the total or dimension score exceeds a threshold
• Score less than — the total or dimension score falls below a threshold
• Score between — the score falls within a defined range

Actions — define what happens when the condition is met:

• Set Job Level — assigns a specific job level as the result
• Set minimum Job Level — the result cannot be lower than this level
• Set maximum Job Level — the result cannot be higher than this level
• Suggest Job Level — recommends a level without enforcing it (only relevant in Suggestion mode)

You can combine multiple conditions within a single rule using AND or OR logic. Rules without a matching condition act as a default fallback.

Framework Selection Rules

Selection Rules determine which evaluation framework is automatically assigned to a position based on its attributes — such as job grade. This allows you to run different evaluation methodologies for different parts of your organization without manually choosing a framework each time.

The Selection Rules list shows each rule's name and its configured conditions. To create a new rule, click Create Selection Rule and fill in:

• Rule Name — an identifier for the rule
• Description — an optional note explaining when this rule applies
• Target Framework — which evaluation framework to assign when this rule matches
• Conditions — one or more criteria that must be true for the rule to apply (e.g. "Job Grade is one of [Grade 1, Grade 2]")

Job Level Calculation

This setting controls how the evaluation score translates into a job level outcome:

• Suggestion — the score produces a recommended job level, but the evaluator or HR admin can override it manually. Use this when human judgment should have the final say.
• Forced — the score strictly determines the job level based on your evaluation rules, with no ability to override. Use this when you want full consistency and objectivity in level assignments.

Evaluation Cap

The Use Evaluation Cap toggle enables score scaling. When turned on, raw evaluation scores (which normally range 0–100%) are compressed or stretched to fit within a defined range.

This is useful for sub-grade evaluations — for example, if a position is already known to sit within a particular grade band, the evaluation cap ensures the score only moves the result within that band rather than across the entire level spectrum.

Wizard & Level Settings

These settings control how the evaluation experience appears to users running an evaluation:

• Show career track selection — when toggled on, users are asked to choose a career track (e.g. Individual Contributor or Management) at the start of the evaluation wizard before answering any questions. This is useful when the same framework is used across both IC and management tracks.
• Allowed career paths — defines which career path combinations are permitted for this framework (e.g. IC → IC, Management → Management). Only the listed paths appear as options during evaluation.

Updated on: 08/04/2026