Staff Compensation

Job Evaluation Consulting and Job Architecture

Evaluate roles consistently using current job information, defined compensable factors, documented methods, and a practical path to grades, bands, and salary structures.

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Job Evaluation Methods and Consulting Services

Job evaluation is a structured process for comparing the relative internal value of roles. JER HR Group reviews job content, selects and applies defined compensable factors, documents scoring decisions, and connects the results to job architecture and compensation design. The appropriate method depends on workforce complexity, available job information, governance needs, and how the organization will maintain the structure. Market pricing can complement this internal analysis, but it does not replace a consistent evaluation of role content.

1. Review Jobs and Source Information

Our mapping starts with aligning Job Descriptions to Job Titles. JER HR Group's thorough process reviews each job description against its job title to confirm that the role is properly structured.

For positions in which a current or complete job description is lacking, we provide a Position Description Questionnaire (PDQ) template to assist the organization in the standardization of job description format and content. The PDQ can be completed either by organizational staff or supervisors, depending on the organization's culture and resources. Completed questionnaires are reviewed by the department head and/or the HR department for accuracy, and then submitted to JER HR Group.

2. Define and Apply Compensable Factors

In this step, JER HR Group compares the job factors in each job description with its proprietary Job Factors and Levels database to determine points for five factors per job. The team also analyzes job evaluation results and recommends title changes or updates to job description content to improve consistency with industry standards and norms.

3. Validate Results and Implement the Structure

JER HR Group presents its analysis and recommendations for placing jobs within salary grades, bringing more than 25 years of experience to each engagement. Consultants provide objective insight, detailed findings, and actionable data in every report.

Create a new job hierarchy or modify the current hierarchy within an organization.
Compare the internal hierarchy with the results of the market analysis of each position.
Establish salary grades or bands and salary ranges for all jobs.

A documented method can make job comparisons more consistent and easier to explain. Final grade, range, placement, and pay decisions should also consider reliable market data, organizational priorities, applicable law, and review by appropriate HR, finance, and legal stakeholders.

Resources

Job evaluation and compensation resources, free to download.

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