Summary

Many companies like to compare their remuneration structure to the market, and they do this by providing information on a number of positions within their organisations.

Job Evaluations provide organisations with the following information:

• An indication of where their remuneration policy fits relative to the market i.e. does the organisation consistently over or underpay their employees.
• A robust internal structure or policy for setting salary rates relative to the impact each job has within the organisation.

Job Evaluation Methods

Several consulting firms have developed Job Evaluation Methods to calculate the place of a Job in relation to others within an organisation. See Job Evaluation Methods for further information.

Benchmarks

A number of Work Area Positions are identified as benchmark positions and are evaluated using a points scoring method to determine their relativity to other Work Area Positions within the organisation. For example, a CEO might be evaluated as worth 1600 points while the Financial Controller might be worth 875 points and the Financial Accountant 425 points and so on. Every Work Area Position sits on a scale that equates the number of points it has been sized at, to a dollar value.

Using Job Evaluations

Job Evaluations are set from within a Work Area Position. For further information on how Job Evaluations are set, see Job Evaluations - Plotting JEs

Salary Bands

Salary Bands group Work Area Positions so that all Work Area Positions that fall between the parameters of a Salary Band remain together. See Salary Bands for further information.

Recalculate PIR

The Position In Range values are calculated by comparing the employee package that a Salary Band or Job Evaluation falls into. See Recalculate all  PIR for further information.