Conducting a job evaluation and classification
After this workshop, each member of the committee independently scored every job profile, assigning a level for each subfactor and noting their reasons.
The chair collected all proposed scores. For subfactors where members disagreed, the job evaluation committee held two half-day sessions to review and reach consensus.
For example, when discussing the kitchen porter role, there was a debate around whether it would be scored at level 3 or 4 in the physical effort subfactor. Considering that the role entailed frequent lifting of up to 20 kg combined with 8–10 hour shifts, the job evaluation committee agreed that level 4 more accurately captured the overall physical efforts required by the job.
Once all jobs were evaluated and a consensus reached, the results were entered into Tool 5 – Supporting Excel (standard approach). The tool automatically calculated the total scores and grouped jobs using the standard 10 % range.
Here is an example of the resulting job classification for a sample of jobs.
| Job title | Total score | Job group |
|---|---|---|
| Head Chef | 550 | Group 6 |
| Sous Chef | 480 | Group 5 |
| Lead Event Coordinator | 475 | Group 5 |
| Executive Secretary | 310 | Group 4 |
| Salesman | 305 | Group 4 |
| Events Support Assistant | 250 | Group 3 |
| Kitchen maid | 205 | Group 2 |
The job evaluation and classification results gave Saveur Européenne a clear ranking of jobs across departments.
The results highlighted that jobs from different departments, such as the lead event coordinator and the sous chef, were valued at the same level. This provided a reminder that pay should reflect the value of the job, not the department the job sits in or whether women or men typically hold it.