Step 2. Select the subfactors
Why?
Ideally, you should use all subfactors to evaluate the job roles in your organisation.
If this isn’t feasible, you can select the right subfactors for your organisation and focus only on what matters most in your context.
How?
- Review the list of subfactors relevant to your organisation’s job roles.
- Identify the key differentiators by asking: ‘Which subfactors actually show differences between our jobs?’ For example, if all workers work in the same office, ‘environment’ may not help. However, problem-solving skills can distinguish different roles.
- Create a shortlist. Choose five to eight subfactors that best reflect job roles in your organisation. At least one should come from each of the four main groups (skills, responsibility, effort and working conditions). This becomes your tailored job evaluation framework.
Important
Pay attention to often overlooked aspects, especially skills, responsibilities or efforts commonly demanded in women-dominated jobs, often called ‘soft skills’, such as:
- Psychosocial and emotional effort (customer service, caregiving)
- Planning and organisational skills (admin, coordination)
- Physical dexterity (precision work), not just strength
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 you 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.
Downloads
For guidance on how to add additional subfactors to your job evaluation, download the step-by-step toolkit and check Tool 3.
EU-wide guidelines on gender-neutral job evaluation and classification: Step-by-step toolkit