Important Links

What is a Job Evaluation? Definition, Process, & Strategy


Are you feeling undervalued at work? Wondering why your efforts are not being recognized? Let’s face it – we’ve all been there! The key to unraveling this mystery lies in a process called Job Evaluation.


Imagine a world where your hard work is accurately recognized and you’re rewarded for your true worth. That’s the magic of Job Evaluation. In this amazing process, your job’s significance is thoroughly assessed, ensuring fair compensation and a motivated workforce.

So, let’s explore in detail! 


Job evaluation is a way of figuring out how valuable a specific job is compared to other jobs in a company, ensuring fair pay. To do this, we assess the job based on its skills, effort required, responsibilities, and working conditions. By gathering and analyzing this information, we determine the job’s qualifications, which helps set fair pay standards within the organization. A thorough job analysis is crucial for accurate results.

Two Types of Job Evaluation Schemes

  • Analytical Schemes

These schemes break jobs into different parts or factors and assign scores to each factor. The total score gives the overall ranking of jobs, making it easier to defend against claims of unequal pay for jobs of similar value.

  • Non-analytical Schemes

Instead of breaking down jobs, non-analytical schemes compare whole jobs directly. Jobs are ranked based on how they feel regarding fairness to the people working in the organization. However, this type of evaluation may not be a strong defense against claims of unequal pay.

Let’s understand the Non-analytical Scheme with examples.

  • Job Ranking – This method ranks jobs from highest to lowest based on their perceived importance and value.
  • Paired Comparisons – Jobs are compared in pairs, and the one considered more important is ranked higher, creating a list of jobs in order of importance.

Features of Job Evaluation

  • Job-Centered Approach – It focuses on assessing jobs themselves, not the people doing them.
  • Relative Standards – Job evaluation compares jobs to one another rather than using absolute measures.
  • Group Effort – Evaluations are done collectively by groups, not by individuals.
  • Subjectivity Consideration – Some level of subjectivity is always present in the process.
  • Informed by Job Analysis – It relies on information gathered from job analysis to make accurate evaluations.
  • Basis for Wage Structure – Job evaluation provides the foundation for creating a fair and rational wage structure but does not set specific pay scales.

Practical Benefits of Job Evaluation

  • Time and Cost Savings – Preparing and updating job descriptions becomes more efficient, saving management and employee time.
  • Effective Committee Work – Reviewing and evaluating jobs for proper classification and compensation becomes more streamlined.
  • Boosting Employee Engagement – Clear job accountabilities, transparent compensation setting, and fair pay communication positively impact employee engagement.

Job evaluation methods

There are two main types of methods – qualitative and quantitative.

  1. A) Qualitative Methods
  • Job Ranking – In this method, jobs are ranked based on their value to the company or difficulty level in their duties. It’s a fast and straightforward approach, ideal for smaller companies with up to 100 jobs. Similar roles can be paired when downsizing, and the one with the most impact can be retained. However, it has some subjectivity, so combining it with quantitative methods can enhance accuracy.
  • Job Classification – This method involves creating categories like executives, skilled workers, semiskilled workers, and unskilled workers. Jobs are then sorted into these categories to determine their respective salaries. While simple, it may not fit every unique role perfectly, and subjectivity is also a factor.
  1. B) Quantitative Methods
  • Market Pricing – An external method where salaries are determined based on what other companies pay for similar positions. Third-party compensation surveys help gather data to create competitive wages. However, it may overlook internal fairness, which means an employee might be paid less if the market rate for their role is low. To address this, combining it with internal methods is recommended.
  • Point Factor – This method evaluates jobs by assigning points to each role based on required skills and responsibilities. Jobs are then ranked according to their total points to determine their salaries. It’s a detailed approach but requires a well-defined point system.
  • Factor Comparison – A combination of job ranking and point factor methods. Jobs are ranked based on specific factors like required skills or knowledge. These factors are assigned points, and the total points for each job determine their ranking.


The job evaluation process

Job evaluation is a structured process involving four important phases. Each phase is crucial in creating a fair and effective job evaluation scheme.

Step 1 – Planning & Diagnosis

At the beginning of the job evaluation process, the company starts with a workshop where they decide how to evaluate jobs. They consider factors like cost, time, administration, and external assistance. They also choose a job evaluation scheme that suits their organization.

There are three types –

  • Proprietary – Easy to implement but may not fit every organization.
  • Customized – Builds upon an existing framework, fostering the quicker implementation and employee buy-in.
  • Tailor-made – Fully customized, fits your organization perfectly, but takes more time and resources.

Step 2 – Design & Development

In this phase, we determine the elements and levels to evaluate jobs. The companies ensure these elements are relevant for a long time since creating a job scheme is costly and time-consuming. Once they have the elements, they collect data on the different roles in the organization.

Step 3 – Validation & Modeling

In the third step, they analyze the collected data and discuss the weightings of the elements. Sometimes, they may need to make adjustments to get accurate results. The company then drafts a pay grade structure and categorizes jobs. Some roles, like highly specialized jobs, might not fit the structure perfectly, which might need a different salary scale.

Step 4 – Communication & Roll-out 

In the final phase, they implement the job evaluation structure. It’s essential to explain the changes to everyone affected and allow them to appeal if they feel it’s unfair. Buy-in from the organization makes this phase easier. However, lowering salaries might not be possible due to labor laws or could lead to people leaving the organization, which is an administrative challenge to consider.


So, job evaluation is a systematic process determining the relative value of different organizational jobs, aiming to establish fair and equitable pay structures. It involves a step-by-step approach, from planning to communication, and is crucial in developing a strategic and unbiased compensation strategy.

Leave a Comment

Your email address will not be published. Required fields are marked *