A position is a role in your organisation — it has a job grade, job level, job family, and optionally an organisation unit. Positions are the unit of analysis in Evenpay: pay equity analysis, compensation insights, and salary band comparisons all operate at the position level.

The Positions List

Navigate to Positions → List to see all positions in your organisation. The list shows each position's band visual, job grade, job level, salary range, compa-ratio, and pay gap by default. You can customise which columns are visible using the Display Properties panel (the column icon on the right) — available fields include Career Path, Employees, Benchmark P25/P50/P75, Median Salary by gender, Average Salary, Status, and Gender Neutrality, among others.

Positions flagged with an orange warning icon have a data quality issue — The fields you should fill are Job Level, Salary range and org unit.

The Position Mapping sub-tab gives a visual overview of how positions map across your grade and level structure.

Adding a Position

Click + New Position in the top right to create a position manually. Assign it a title, job grade, job level, and job family. Organisation unit, contract type, work location, and a position ID can also be set.

The Position Detail View

Click any position to open its detail view. Six tabs are available: Overview, Compensation, Requirements, Alerts, Employees, and Performance. Key metrics (total employees, average salary, median salary, salary band position) are always visible in the right-hand sidebar.

Overview

Description — a rich text editor for documenting the position. Toggle Edit on to start writing. The editor supports headings, lists, tables, and a set of smart content blocks you can insert with /:

• AI Write — generates a position description using AI based on the role's title, job level, requirements, or other given data
• Skills — inserts a table of required skills defined in Requirements
• Certifications — inserts required certifications
• General Requirements — inserts the general requirements defined in the Requirements tab
• Job Level / Job Grade / Organization Unit / Position Fields — inserts live data from the position's metadata

Skills, Certifications and General Requirements can also be directly edited within the description in order to maintain one truth regarding the demands of the job.

Position Evaluation — shows the evaluation status for this position. If not yet evaluated, click Start Evaluation to run the evaluation wizard using your configured evaluation framework. See Job Evaluation for more on evaluation frameworks.

Salary Analysis — shows salary distribution for employees in this position, with a breakdown by tenure, age, or experience. Useful for seeing how pay varies within the same role.

Market Benchmark — shows how this position's compensation compares to external market data, if a benchmark mapping has been configured in Settings → Benchmarks.

Equal Value Positions — lists all other positions that are defined as work of equal value. These are the roles considered of equal value under pay transparency requirements — the group used when calculating pay gaps for compliance purposes. See Automation to define the work of equal value for your organization.

Compensation

The Compensation tab shows the pay band and compensation metrics for this position.

Band source controls where the pay band is inherited from. The default is Auto (position → job level → job grade), meaning Evenpay looks for a band set directly on the position first, then falls back to job level, then job grade. You can override this to pin the position to a specific band.

Compensation Metrics shows average and median pay broken down by male employees, female employees, and the employee group as a whole — across total compensation and each pay component (e.g. base salary, bonus).

Requirements

Define what's needed to hold this position:

• General Requirements — free-text or structured requirements like education level, years of experience, or language skills
• Skills — required skills from your skills library, each with a required proficiency level
• Certifications — required certifications from your certificates library

Requirements defined here can be pulled into the position description using the / content blocks, and are used in equal value assessments when comparing positions with different titles but equivalent demands. See Skills & Certifications to setup your organization wide competences.

Alerts

Shows active pay equity alerts for this specific position — for example, if an employee in this role is paid below the band minimum, or if there's a gender pay gap at this position level that exceeds your configured threshold. A green checkmark means no active alerts. Configure alert rules in Settings → Automations.

Employees

Lists all employees currently assigned to this position, with their gender, salary band position, compa-ratio, and job level. Use this tab to quickly see who's in the role and whether their compensation is in range.

Performance

The Performance vs Compensation chart plots each employee in this position on a scatter chart — performance rating on the x-axis, monthly salary on the y-axis. Each dot is one employee. The chart is divided into quadrants relative to average performance and average salary, with four categories:

• ↑ Perf, ↑ Comp — high performers who are also well paid (dark)
• ↑ Perf, ↓ Comp — high performers who are underpaid relative to peers (orange — these are flight risks)
• ↓ Perf, ↑ Comp — lower performers who are paid above average (grey)
• ↓ Perf, ↓ Comp — lower performers paid below average (light grey)

Switch between Latest, 6 mo, 12 mo, and 24 mo to see how the pattern has changed over time. This view is most useful during salary review cycles when deciding where to prioritise increases.

Updated on: 08/04/2026