Step 3. Evaluate the job roles against the selected subfactors
Why?
Evaluating jobs systematically ensures that all roles are assessed on the same basis
How?
- Focus on one job at a time and look at the job profile you prepared.
- Go through each subfactor. Use the factor and subfactor plan to guide you.
- Compare the job with the job level. Read the descriptions for levels 0–5 of that subfactor.
- Choose the best fit. Decide which level most accurately reflects the job’s requirements. Remember, it’s about the demands of the job, not the performance of the person currently in it.
- Use ‘Tool 3 – Supporting Excel (micro-organisations)’ to write down the level you have chosen for each subfactor, for all job roles under evaluation.
- Add a short justification. Note a brief reason for your choice. This helps with consistency and transparency.
- Continue until you have covered all job roles.
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You can keep documentation short. A tally sheet with a couple of notes for each decision is enough.
Mistakes to avoid
- Relying on gut feeling instead of using the factors and subfactor plan.
- Forgetting to write down justifications for decisions.
Fairness check: is your job evaluation and classification outcome fair
Before finalising your results, go through this quick checklist.
1. Final ranking
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Does the overall order of jobs (from highest to lowest score) make sense for your organisation?
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Have you checked whether jobs mainly done by women are receiving lower scores than jobs of similar complexity that are mostly done by men?
If your organisation has only one person in a role, look instead at the type of work rather than who performs it. For example, roles involving emotional effort, planning or customer interaction are sometimes undervalued compared with more technical or physical roles.
2. Hidden work and soft skills
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Have you given enough credit for emotional effort (e.g. handling difficult customers)?
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Have you recognised planning and organisational skills (e.g. managing schedules, coordinating paperwork)?
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Have you included interpersonal skills (e.g. communicating with clients or colleagues)?
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Have you reviewed other often ’invisible’ skills in the factor and subfactor plan (e.g. teamwork, empathy)?
3. Adjustments
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If any job seems scored too low, have you revisited the subfactors or levels?
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Have you recorded all adjustments clearly to ensure transparency?
Results
If you ticked ‘Yes’ for all points: your job evaluation and classification outcome is likely balanced and free from gender biases.
If you left any boxes unticked: review those areas before finalising to ensure that all job demands, especially hidden or undervalued ones, are fairly acknowledged.