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Conducting the job evaluation (simplified approach for small and medium-sized organisations) - Tool 4
The pair comparison method is an approach to job evaluation that allows small or medium-sized organisations to compare the relative value of jobs and rank them.
The method compares job roles in order to rank them based on their overall requirements and complexity. Jobs are compared in pairs using the criteria from the factor and subfactor plan, which covers skills, responsibility, effort and working conditions. The more demanding role in each pair comparison is given a point, which continues until all pairs are compared. After all comparisons are finished, the job roles can be ranked based on the total points, which can then be linked to pay grades.
Because this method relies heavily on the job evaluator’s judgement, it is important for the job evaluation committee to stay alert to unconscious gender bias and ensure fair, objective decisions.
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This is about comparing job roles, not individual job holders and their job performance. Always focus on the requirements of the role, not how well an individual performs it.
This tool has five steps:
- Understand the pair comparison method and the factor and subfactor plan
- Carry out pair comparisons
- Review results to check the rankings and look for gender bias
- Build or adjust your basic pay structure
- Check complementary and variable pay components, if any
Downloads
For more detailed guidance, download the step-by-step toolkit and check Tool 4.
EU-wide guidelines on gender-neutral job evaluation and classification: Step-by-step toolkit