A grade should follow from the work. In many organisations it follows from history, from negotiation or from the salary of the current incumbent. The result cannot be explained and cannot be defended.
We evaluate jobs with factor-based, gender-neutral criteria. Skills. Effort. Responsibility. Working conditions. The same criteria the EU Pay Transparency Directive names for equal value. One method across the whole catalogue so that two jobs in different families can be compared.
How we work
- Agree the factors. Which criteria count and with which weight. Documented before the first job is rated.
- Evaluate reference jobs. A panel rates a set of well-understood jobs across all families.
- Calibrate. Reference results are compared across families and corrected where the method drifts.
- Evaluate the catalogue. Every job in the catalogue, with the rationale recorded per factor.
- Derive the grades. Points become grades with documented boundaries.
- Document for the long run. Every grade can be explained to a works council, an auditor or an employee.
What you get
- A grade structure derived from the work
- Documented evaluations per job and factor
- Calibration records
- The basis for equal-value comparisons under the directive
Where it usually starts
- Grades exist but nobody can say why a job sits where it sits.
- Two families use two different methods and the results collide.
- A pay-gap finding needs an equal-value basis to be investigated.
The criteria follow Article 4 of Directive (EU) 2023/970: skills, effort, responsibility and working conditions.
