- Erin Berg, Senior Compensation Analyst, Mayo Clinic
- Joel De Los Santos, Compensation Expert, Bayer
- Kimberly Fleming, HR Specialist in Total Compensation & Job Evaluation, Trent University
- Samantha Harak, Manager of Compensation & Benefits, Goldcorp
- Josephine Lee, Manager of Compensation & Recognition, PwC Canada
- Rick Radulski, Compensation Professor, University of Calgary
- Mathew Sebastian, Human Resources Specialist in Compensation, University of Ontario Institute of Technology (UOIT)
- Toni Umerez, Manager of Total Compensation Services and HRIS, Sheridan College
Many organizations have moved to a compensation setting model that relies exclusively on market pricing – showing unjustified confidence in its reliability and an overreliance on external equity.
- Job worth hierarchies and market pricing should be treated as complements to one another, not substitutes.
- When selecting a job evaluation method, err on the side of defensibility.
- Job evaluation doesn’t need to be burdensome.
- Establish a maintenance process to regularly verify that the job worth hierarchy is aligned to strategy, incorporating flexibility.
Impact and Result
- Organizations need to find the right balance between internal and external equity in order to allocate scarce labor dollars effectively.
- To accomplish this, organizations must first determine their internal job worth hierarchy via job evaluation.
- This blueprint will help you bring job evaluation and job worth hierarchies into the 21st century: reduce the bureaucratic burden, ensure strategic alignment, and increase flexibility.
This guided implementation is a three call advisory process.
Guided Implementation #1 - Prepare for job evaluation
Call #1 - Call content includes project rationale, job evaluation method selection, and committee considerations.
Guided Implementation #2 - Perform job evaluation
Call #1 - Call content includes approach for selected job evaluation method, including required stakeholders, process information, and common pitfalls. (Note: more than one call may be required for members employing the point factor approach.)
Guided Implementation #3 - Communicate and maintain job evaluation
Call #1 - Call content includes target transparency, ongoing maintenance planning, and establishing an appeals process.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Align Point Factor Tool With Organizational Strategy
Select and customize factors to align with organizational strategy.
Key Benefits Achieved
Strategically aligned point factor tool.
Determine key value criteria.
- Key value criteria defined.
Select strategically aligned factors.
- Strategically aligned factors selected.
Customize factor definitions and levels.
- Factor definitions and levels are customized for the organization.
Module 2: Tailor the Point Factor Tool
- Weigh the factors and allocate points across factor levels in order to customize the tool.
- Test the tool for bias and accuracy.
Key Benefits Achieved
- Customized and tested point factor tool. Completed evaluation of identified job family(ies).
Weigh the factors.
- Factors are weighed based on importance.
Check for bias.
- Factor weightings are checked for bias.
Allocate points to each level.
- Points are allocated across levels.
Test the tailored point factor tool.
- Customized point factor tool is tested for bias and accuracy.
Evaluate selected job family(ies).
- Job evaluation completed for selected job family(ies).
Module 3: Plan for Tool Implementation and Maintenance
- Ensure the point factor method is implemented and maintained effectively.
Key Benefits Achieved
- Transparency level determined for the job evaluation process.
- Associated processes established (e.g. maintenance, job additions, appeals).
- Action plan to continue the job evaluation process.
Determine the transparency level of the job evaluation process.
- Transparency of the job evaluation process determined.
Establish a maintenance process.
- Job evaluation maintenance process established.
Determine how to add new jobs to the hierarchy and an appeals process.
- Process for appeals and for adding new jobs to the hierarchy determined.
Develop an action plan.
- Action plan developed.