Track progress and plan next steps - Tool 7
A job evaluation and classification is not a one-off exercise. Even after jobs are scored and pay structures adjusted, organisations change over time – new roles are created, responsibilities shift and pay systems evolve. Without ongoing monitoring, the risk of gender bias and undervaluation can quickly return.
Tool 7 helps you maintain a fair and up-to-date system. It guides you through checking whether the job evaluation and classification need to be repeated, aligning HR policies with the results, communicating outcomes to workers and setting up regular monitoring.
The goal is to ensure that gender-neutral job evaluation and classification becomes part of your organisation’s normal working practices rather than a one-time project.
This tool has four steps.
- Check the job evaluation and classification. Decide if new rounds are needed.
- Align HR policies. Make sure grading, pay ranges and progression rules reflect the results.
- Share results. Communicate outcomes and actions to workers.
- Monitor over time. Keep track of regrading and organisational changes.
Step 1. Check the job evaluation and classification
- Decide if further job evaluation and classification is needed (e.g. for new roles or where gaps remain).
- Review appeals and regrading. They can expose risks of undervaluation.
Mistakes to avoid
- Treating the first job evaluation and classification as the final one.
Step 2. Align HR policies
- Update grading frameworks, pay ranges and progression systems.
- Ensure that allowances, bonuses and other pay elements are covered.
Mistakes to avoid
- Leaving old, gender-biased progression rules unchanged.
Step 3. Share results
- Share the results with worker representatives and workers.
- Explain what changes are being made and why.
- Keep communication open for questions and appeals.
Mistakes to avoid
- Communicating only to management and not to workers.
- Presenting results without explaining the next steps.
Step 4. Monitor over time
- Commit to tracking your progress on a yearly basis using the interactive self-assessment on monitoring and follow-up.
- Monitor regrading and organisational changes.
- Include job evaluation and classification results in pay gap reports and gender equality measures.
Mistakes to avoid
- Letting the job evaluation and classification become a one-off exercise.
- Failing to spot the need for a new gender-neutral job evaluation and classification when jobs or structures change.
Self-assessment: monitoring and follow-up
Answer ‘Yes’ or ‘No’ to assess how well your organisation monitors and maintains gender-neutral job evaluation and classification results. At the end, you will get a short summary of your system’s strengths and gaps.
Questions
Yes
No
Regraded cases are tracked and reviewed.
New or changed roles are re-evaluated promptly.
HR policies (e.g. grading, progression, allowances) are aligned with job evaluation and classification results.
Regular review cycles are in place (e.g. every two years).
Workers are informed if their pay or job role is affected by the results and next steps.
Job evaluation and classification results are included in pay gap reports.
Results
5–6 ‘Yes’ answers: A strong monitoring system is in place: continue to review results regularly and communicate progress.
3–4 ‘Yes’ answers: Your organisation is partly aligned: strengthen monitoring by addressing missing actions, such as tracking changes or updating HR policies.
0–2 ‘Yes’ answers: Your organisation has limited monitoring: start by setting up regular review cycles, tracking changes and ensuring communication with workers.