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Conduct the job evaluation (standard approach) - Tool 5
To carry out a fair and gender-neutral job evaluation and classification, you need a method that allows jobs to be compared consistently and objectively. The point–factor method is an analytical approach to job evaluation where you will systematically assess each job role using the factor and subfactor plan.
With this method, you will assign a level that best describes the job role to each subfactor. This way, all job roles are evaluated in the same way, helping to avoid gender bias and making results transparent.
The levels are then turned into points based on how important each subfactor is to the job role concerned (also known as weighting). When added up, these points give the job role’s total score. The results show which jobs have equal value, helping you check for pay gaps and review your pay structure.
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This is about comparing jobs, not individual job holders and their job performance. Always focus on the requirements of the job, not how well an individual performs it. (Pending icon)
In this tool, you will follow five steps.
- Understand the point–factor method and the factor and subfactor plan.
- Score each job profile. Working individually and then as a committee, assign levels to the subfactor for each job role based on evidence collected in Tool 2.
- Group jobs of equal value. Place jobs with similar scores in the same grades.
- Review your basic pay structure. Check for inconsistencies and adjust categories or ranges.
- Check complementary and variable pay components, if any.
Downloads
For more detailed guidance, download the step-by-step toolkit and check Tool 5.
EU-wide guidelines on gender-neutral job evaluation and classification: Step-by-step toolkit