Step 1. Understand the point–factor method and the factor and subfactor plan

Why?

A good understanding of the point–factor method and the factor and subfactor plan ensures consistency and reduces gender bias.

How?

  • Schedule some time to learn about the point–factor method.
  • Review the four factors: skills, responsibility, effort and working conditions.
  • Understand the subfactors (e.g. knowledge, problem-solving, interpersonal and communication skills).
  • Familiarise the job evaluation committee with the scoring levels for each subfactor.
  • Explore ‘Tool 5 – Supporting Excel (standard approach)’ and the preset weights.

Flip and learn

Flip each card to learn more about job characteristics that are frequently undervalued or overlooked in women-dominated jobs.

  • Skills

    Knowledge-based, interpersonal and communication skills; problem-solving, planning and organisational skills; and physical skills

  • Responsibility

    Responsibility for people, goods and equipment, information and financial resources.

  • Effort

    Mental effort, psychosocial and emotional effort, and physical effort

  • Working conditions

    The environment (physical, psychological or emotional) and organisational structure

Do you need additional subfactors?

The factor and subfactor plan already covers the four main factors – skills, responsibility, effort and working conditions – and their subfactors. In most cases, this plan is enough. However, in some cases, you may need to add an extra subfactor to reflect specific requirements in your organisation or sector. This decision tree helps you decide.

Do the different criteria – skills, responsibility, effort and working conditions – for the jobs in your organisation fit within the existing factors and subfactors?

No new subfactors needed. Stick with the standard plan.

Is the missing aspect objective, measurable and relevant to job value (not individual performance)?

Is the missing aspect gender-neutral – not gender-biased or something that will reinforce gender stereotypes – and it can be applied consistently across all jobs?

Do not add it. Refocus on existing subfactors.

Can the job evaluation committee define and document this new subfactor clearly (with levels and examples)?

Do not add it. Reframe the issue under an existing subfactor.

Add the subfactor to your plan and record why it was included.

Do not add it. It will create inconsistency across job roles.

Downloads

For guidance on how to add additional subfactors to your job evaluation, download the step-by-step toolkit and check Tool 5.

EU-wide guidelines on gender-neutral job evaluation and classification: Step-by-step toolkit

Factor and subfactor plan

Tool 5: Supporting excel (standard approach)