Summary

Before creating Job Evaluation records, we recommend you consider the following questions:

• How does your organisation determine salary/remuneration ranges for its positions?
• Does your organisation subscribe to an industry standard method of determining salary/remuneration ranges for each position (Job Evaluation)?
• Has your organisation developed its own method of determining salary/remuneration ranges and if so, what is the process?
• Are salary/remuneration ranges applied directly to each position or does your organisation have defined salary bands that incorporate multiple positions?
• What is the salary/remuneration range spread? For example 20% below to 20% above midpoint; or 80% - 120%)?
• There are three remuneration policy options available in PayGlobal (Total Remuneration, Total Fixed Remuneration and Base Salary); which option(s) does your organisation apply to its positions?
• If your organisation subscribes to an industry standard job evaluation method, does it record the evaluations and job sizes for each position?
• Does your organisation correlate its salary/remuneration ranges with market rates?
• If salary banding is applied by your organisation, is it linked to the job evaluation methodology used by your organisation?
• Do the bands overlap (do the minimum and maximum points for each band overlap another band)?
• How is the salary range calculated for each band? For example, is the calculation dependent on the average points for all jobs in the band, or is it predetermined by your organisation?
• Is the job evaluation remuneration data used at salary band level to determine salary/remuneration ranges for the bands?