Job evaluation is an exercise in measuring the relative value of different roles within an organisation. This can be done in two ways: by analytical and non-analytical means. There are pros and cons with both methods. Which approach is chosen often depends on the size and nature of the business. Whatever scheme is employed, organisations can use the results of an evaluation to configure pay and grading structures, and to clarify career paths for employees.

Analytical schemes provide the most robust defence to equal pay claims

The evaluation process and the framework for allocating jobs to grades must be objective, consistent and transparent, irrespective of whether the work is carried out by a man or a woman. Consequently, non-analytical evaluation schemes are less likely to offer as robust a defence because ’whole job’ comparisons are prone to simply replicating the status quo and can perpetuate any discriminatory assumptions built into the evaluation.   

Several universities, including the Royal College of Music, retained us to implement their competency based job evaluation schemes. At King's College London we adjudicated job evaluation appeals.