When determining which job evaluation scheme is best for you, one of the elements I suggested you consider is the factors that are measured by the scheme. Most schemes measure pretty much the same thing with one or two exceptions, but not always in the same way. The trick is to be absolutely sure about what is important to be measured in your organisation.

The factors commonly measured include:

Skills Requirements: The level of skills and expertise needed to perform the job effectively. This may include technical skills, specialist knowledge, problem-solving abilities, qualifications and experience. This is about performing the job effectively so the skill requirements needs to be relevant to the job role. 

Complexity: The complexity and intricacy of job duties and challenges. Jobs involving complex problem-solving or decision-making may receive higher evaluations.   For instance, a specialist may also manage a team – which adds complexity to the role.   In smaller organisations it is common to see job roles responsible for more than one area of the business – this is added complexity.

Responsibilities: Will cover things like the responsibility the role has for resources (budgets, people and equipment) and may also cover the extent of accountability and decision-making authority associated with the job. Jobs with higher responsibilities are usually evaluated as more valuable.

Autonomy: The level of independence and authority the jobholder has in making decisions and managing their work. Some roles are expected to work independently but are governed by internal frameworks and legislation, others may have more flexibility to make decisions or adopt alternative approaches. This point is often measured by the level at which the decision has to be escalated.

Impact: The influence of the job on the organisation's goals and outcomes. Jobs that have a significant impact on the organisation's success may be assessed as more valuable. So highly visible or highly strategic roles often receive higher evaluations.

Interaction: The degree of interaction and communication required with others in the organisation, customers, or external stakeholders. This factor may also consider the type of interaction – does the role communicate in terms of giving information like facts and figures, or is it influencing decisions and changing how others think.

Supervisory/Management Responsibilities: Whether the job involves supervising and managing other employees, departments, or projects may have an impact. If your organisation is filled with highly skilled specialists then you will need a scheme that balances managerial and specialist capabilities.

Effort: The physical and mental effort required to carry out the job tasks. Jobs that demand greater effort may receive higher evaluations.

Working Conditions: The nature of the work environment, including physical demands, safety risks, and working hours. Jobs with challenging or hazardous conditions may be rated differently. This can often been combined with effort, which the nature of the role puts the individual at risk in some way.

You'll notice that some of these factors have some cross-over and that's quite normal.  It just means that sometimes the level at which you have measured one factor, will affect the level at which you measure another.  For instance, you want the level of influence to balance with the level of authority.  Or the skills to balance with the decision making. 



If you’re struggling to work out what’s important for your organisation, give me a call and I’ll talk you through it.