Robust methodology for fair remuneration

Wage bills are one of the biggest expenses a company has, so it makes sense to ensure your remuneration policy is robust and efficient. Job evaluation provides a framework to enable consistency, as well as flexibility when remunerating or recruiting staff. In this free whitepaper published by HRD in partnership with Strategic Pay, you’ll discover key insights from a leading player in the field.

Download the full FREE whitepaper now: Why job evaluation is your company’s business

Strategic Pay applies the SP10 methodology to job evaluation. The method applies scores from 10 factors to a range of measurable aspects of a role.

The 10 factors:

1. Education
2. Experience
3. Complexity
4. Scope
5. Problem solving
6. Freedom to act
7. Impact / results of decisions
8. Interpersonal skills
9. Authorities
10. People Management

Read more: Job evaluation: Methods to pay competitively

Key best practices for setting up job evaluation

• Having two people trained in job evaluation promotes fairness and transparency.
• Organisations must have a solid system for creating meaningful job descriptions that focus. on the requirements of the role.
• A clear organisational structure ensures that internal consistencies are maintained.
• Organisations should consider asking the role holder or line manager to answer a methodology-specific questionnaire.

Read more: Lessons from Facebook’s performance evaluation system

There is a level of comfort to be gained when as an organisation you know you are making the best use of your wage budget and that attraction and retention are not being left to chance.  

In this essential whitepaper from Strategic Pay, you’ll discover key insights from a leading player in the field, including:

• Why job evaluation is crucial for your business
• Job evaluation methodology breakdown
• The 10 factors key to job evaluation
• Key best practices for job evaluation

Download the full FREE whitepaper now: Why job evaluation is your company’s business