Structured role assessment to support fair and consistent decisions.
Job evaluation and job profiling
We see role assessment as an essential tool that, when applied correctly, provides clear direction on job size and internal consistency.
We developed our Role Check system over a decade ago and have successfully applied it in all sorts of organisations to assess their jobs analytically.
Role assessment is often most useful when combined with pay benchmarking or grading structure review. Market data can help show what similar roles are paid externally, but role assessment helps clarify the internal level and relative size of the role. Bringing these together supports better decisions about grade alignment, salary ranges and pay positioning.
Different organisations need different levels of assessment. We help clients choose the most appropriate approach for them. Depending on the project, work may include:
reviewing and clarifying role descriptions.
applying the assessment method.
moderating and documenting the decisions.
linking the outcomes to benchmarking or pay structure work.
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Job evaluation is a structured method for assessing the relative size of roles. It considers factors such as knowledge, decision-making, communication, organisational impact, resources and people management.
It can be useful where a more formal and documented assessment is needed, particularly for grading reviews, restructures or framework development.
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Job profiling is a lighter-touch way of assessing roles against a level or grade framework. It helps identify the overall shape and level of a role without necessarily applying a full analytical job evaluation process.
It can be useful where an organisation needs a practical and proportionate way to review a group of roles.
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Our job assessment systems provide a reliable and consistent way of assessing the relative size and complexity of your roles.
Role Check is based around 10 factors that measure the key aspects of a role, taking account of its required skills, responsibilities and demands.
Developed in line with the Equality and Human Rights Commission's guidance, it will help to develop a fair and consistent pay structure and to protect your organisation from equal pay claims.
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The results can also be used to aid your recruitment and training processes, to establish career progression paths and to develop competency frameworks.
This can simplify the way that you categorise your jobs. This helps employees to understand job size and the link that this has to their pay.
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Our client connects investment to charities and social enterprises that are creating social change.
We were asked to develop a system of categorising their roles that better reflected the organisation and helps with more robust communication about pay and progression in future.
We met with staff and managers to understand their roles and the context of the organisation.
We then developed options for a structure to categorise roles in a way that reflects the fluid structure of the organisation, working with the management team to create a job matching framework that showed example behaviours that employees would need to progress from one level to the next.
We went on to benchmark a proportion of their roles and then devised a robust pay structure that complements the structure.
“EBRS worked with us to develop a robust approach to managing grades and salaries. They are totally reliable and created positive relationships with those people that they worked with here. They provided sound practical advice whilst drawing upon the considerable expertise that they have.”
Need support with role assessment?
Whether you need to assess a single changed role, review a group of roles or develop a more consistent approach to role matching, we would be happy to discuss what you need.