What job evaluation is and why it matters

Job evaluation scores each position against the same criteria, so you can show which jobs are of equal value even when they look different. The EU Pay Transparency Directive expects work of equal value to be assessed with objective, gender-neutral criteria: skills, effort, responsibility and working conditions.

How it works in Evenpay

1. You choose or build an evaluation framework: a set of dimensions and questions with weights. See Choosing an evaluation framework.

2. You evaluate each position by answering the framework's questions. Evenpay calculates a score. See Evaluating a position.

3. The score falls into a grade band, and Evenpay suggests the matching job level.

4. Grades and levels feed work of equal value groups, pay bands and pay equity analysis.

The four criteria

Each framework dimension can be tagged with a Canonical factor that maps it to the Directive's criteria:

• Skills & Knowledge

• Effort & Complexity

• Responsibility

• Working Conditions

If no dimension is tagged, the framework builder reminds you. Tagging is optional, but it makes your evaluation easier to explain to auditors and employee representatives.

Where to find it

• Frameworks: Settings → Pay equity & transparency → Evaluation frameworks.

• Evaluating positions: Positions → Evaluation, or Start evaluation on a position.

• Surveys that collect input from employees and managers: Employees → Surveys. See Job evaluation surveys.

Good to know

• Administrators manage frameworks and can evaluate any position. Managers can evaluate positions in their teams only if an administrator allows it.

• The compliance readiness checklist counts evaluation complete when at least 90% of positions are evaluated.

Related articles

• Choosing an evaluation framework

• Evaluating a position

• Work of equal value groups

• The compliance readiness checklist