JOB EVALUATION
Job evaluation essential in achieving fairer pay structures - XpertHR research
Using job evaluation helps organisations achieve fairer pay structures. This is the verdict of HR practitioners surveyed by XpertHR, with an overwhelming majority agreeing or strongly agreeing that this is the case. Job evaluation can help employers bring order and systematic consistency to the necessarily subjective decisions regarding the relative value of jobs.
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Key survey findings
Job evaluation is widespread, according to the survey: three-quarters of employers operate a job evaluation scheme, with use particularly high in the public sector.
The most common use of job evaluation is to help determine pay and grading structures and to ensure compliance with equal pay law.
The time-consuming nature of the process is cited as a common problem with job evaluation.
Use of a single job evaluation scheme is the most common approach.
Seven in ten employers say that their job evaluation scheme includes an appeals procedure.
Face-to-face meetings are the most common means of communicating with employees about the job evaluation scheme.
"Red-circling" salaries (holding them at a protected level) is the most common response when jobs are found to be overpaid.
Want to know more?
--> “XpertHR job evaluation survey 2011: details of schemes”, IRS Employment Review, 7 January 2011.
Job evaluation can help to bring clarity and order to pay and grading structures and enables employers to compare pay rates against the external labour market - as well as offering some protection against equal pay claims - according to the latest XpertHR research.
Why use job evaluation?
Chart 1: Reasons for using job evaluation
Links with equal pay
Reasons not to use job evaluation
Number of schemes
Analytical and non-analytical schemes
Proprietary and home-grown schemes
Factors covered
Chart 2: Factors assessed in analytical schemes
Who is involved?
--> “XpertHR job evaluation survey 2011: practical issues”, IRS Employment Review, 7 January 2011.
A number of practical challenges must be navigated for job evaluation arrangements to succeed in meeting their objectives, according to the latest XpertHR research in this area.
Dealing with underpaid jobs
Handling overpaid jobs
Communicating job evaluation
Job evaluation appeals
Role of unions
Problems in job evaluation
Job evaluation scheme changes
Evaluating schemes
Table1: Changes to job evaluation schemes
Table 2: Impact of job evaluation schemes
Survey details: XpertHR's 2011 survey on job evaluation is based on data from 207 organisations with a median workforce of 600 employees. Subscribers to XpertHR Benchmarking can drill down into the complete benchmarking data from the survey. More details are available at www.xperthr.co.uk/hr-benchmarking/survey/473/.aspx.
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