How do you update and maintain your job evaluation system over time?

When selecting a job evaluation method, it's helpful to weigh the resources required during and after evaluation (i.e., the administrative burden) against the expected value it will provide to your organization. For example, the point factor method is so detailed and complex that it requires a significant amount of resources to perform, but it provides a quantitative and comprehensive approach to valuing each job. It can also be difficult to communicate to employees and stakeholders. Carefully assess which method will be most appropriate for your available resources and organizational needs.

1)Regular review of the job evaluation system to ensure it reflects current job roles & responsibilities, and market trends. 2)Update job descriptions yearly. 3)Re-evaluate jobs 4)Keep an eye on industry standards and competitors' practices. 5)Provide training to HRMs and people managers on the evaluation system 6)Communicate the results 7)Continue to monitor on a regular basis 8)Set up policies on job evaluation system, tracking, processes and updates.

Accurate descriptions fuel fair pay! Your job evaluation system relies on clear job descriptions. Ensure these descriptions accurately reflect the current duties, skills, and qualifications needed for each role. This goes beyond tasks - consider your company culture and strategy too. Regular reviews are key, especially when job content, scope, or context evolves. Imagine a Marketing role that's grown to encompass social media management. The old description won't reflect this added responsibility. By keeping descriptions up-to-date, you ensure your evaluation system remains fair and accurately reflects the value of each position within your organization. It's the foundation for a strong compensation strategy.

La clave es mantener las descripciones de puestos actualizadas. Los puestos con algo "vivo" en constante transformación, se requiere mantenerlos actuales y sobre todo de muy buena calidad. En base a ellos es necesario reevaluar la estructura una vez al año. Con ello garantizamos que estemos vigentes en nuestras evaluaciones.

It's helpful to consider the end from the beginning when it comes to communicating job evaluation methods and processes. Methods like market pricing are simple for non-technical employees (i.e., non-compensation people) to grasp, whereas methods like point factor or job component methods are difficult to perform, explain, and understand. When employees can understand the method, they're more likely to trust it.

External recruitment is a great pressure test for your job evaluation system. If the candidate expectations for certain jobs are consistently outside of the planned salary range, this might indicate an issue with the job classification. If these issues emerge, it is important to ensure the expectations of hiring manager are in line with the job profile and that the evaluation reflects the reality of the role. It is important to stay close to the recruitment team to ensure these potential issues are raised early on.