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Create a Job Worth Hierarchy Based on Internal Worth

Select a best-fit job evaluation method to effectively assess the relative worth of positions in the organization.

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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.

Our Advice

Critical Insight

  • 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.
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Create a Job Worth Hierarchy Based on Internal Worth

2. Perform job evaluation

Complete the job evaluation, review the results, and document the process.

3. Communicate and maintain job evaluation

Set a target for organizational job worth transparency, get executive sign-off, and create an appeals process.

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Workshop: Create a Job Worth Hierarchy Based on Internal Worth

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

The Purpose

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

The Purpose

  • 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

The Purpose

  • 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.

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Try Our Guided Implementations

Get the help you need in this 3-phase advisory process. You'll receive 3 touchpoints with our researchers, all included in your membership.

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.


  • 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