Create a Job Worth Hierarchy
Prove the value of job evaluation by implementing an effective and efficient process that is aligned with organizational strategy.
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Focusing solely on market pricing instead of using a job worth hierarchy will:
- Hinder the organization’s ability to appropriately compensate those jobs that contribute more to the bottom line.
- Lower internal equity among employees.
- Decrease morale and retention if employees feel their jobs are not valued appropriately.
Implementing a job worth hierarchy within the organization will:
- Ensure the compensation budget is allocated based on a role’s value to the organization.
- Foster strong internal equity.
- Increase employees’ commitment to the organization.
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Book NowModule 1: Assess Current State
The Purpose
- Discuss the organizational factors influencing compensation.
Key Benefits Achieved
- Organizational insights that will impact the approach to compensation.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Identify and discuss compensation challenges. |
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| 1.2 | Discuss internal and external factors influencing compensation. |
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Module 2: Craft the Compensation Philosophy
The Purpose
- Conduct a competitor analysis.
- Develop compensation principles.
- Determine target market positioning strategies.
Key Benefits Achieved
- Drafted compensation philosophy.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Identify competitors for talent. |
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| 2.2 | Uncover fundamental compensation principles. |
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| 2.3 | Determine market positioning strategies and targets. |
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| 2.4 | Draft the compensation philosophy. |
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Module 3: Customize the Point Factor Tool
The Purpose
- Select and customize factors aligned with the organization’s context.
Key Benefits Achieved
- Customized and aligned point factor job evaluation tool.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Select strategically aligned factors. |
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| 3.2 | Customize factor definitions and levels. |
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Module 4: Customize the Point Factor Tool
The Purpose
- Weight the factors and allocate points across factor levels.
- Test the tool for bias and accuracy.
Key Benefits Achieved
- Tested Point Factor Tool.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Weight the factors. |
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| 4.2 | Check for bias. |
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| 4.3 | Allocate points to each level. |
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| 4.4 | Test the tailored Point Factor Tool. |
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Module 5: Next Steps and Wrap-Up
The Purpose
- Ensure the point factor method is implemented and maintained effectively.
Key Benefits Achieved
- Created action plan to continue the job evaluation process.
| Activities: | Outputs: | |
|---|---|---|
| 5.1 | Review tool testing results. |
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| 5.2 | Develop an action plan. |
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