Simpler Solutions for People at Work

Home       People & Organisation       Remuneration       Staff Surveys       Links       Contact Us

 Remuneration Services

Our work with remuneration covers pay strategy and structure, benefits and incentives, pay management, communications and the implementation of improvements.

It is important that every organisation’s purpose and functioning should be well supported by its arrangements for pay. This is rarely easy, because pay has to reconcile many competing forces – the needs and policies of the employer, the state of external pay levels, the demands for talent, individual people needs and their performance, to name but a few.

We provide a combination of investigation, management, design and communications processes, using proven methods, practical analysis and planning to help clients achieve long- lasting and adaptable solutions to their remuneration issues. We also provide data from Adams PayCheck and from other relevant sources.

An element that is often included is our proprietary method of job evaluation. This helps by providing a logical and trusted framework at the core of the pay structure design.

Using the Four Factor Job Evaluation Plan:

Balance of Values

It is important to find a balance in the values of work – skills, responsibilities, achievements, and pay. Skills and responsibilities develop mostly inside an organisation, as do achievements, while pay is influenced from both inside and outside. Outside pay pressures are rarely consistent with internal needs, and internal form is complicated by functional activities and structures.

The Four Factor Job Evaluation Plan offers a practical, user friendly, and time saving basis for tackling these issues. It establishes a basic standard of measured work for the whole organisation against which other values can be set and assessed. It is accurate, easy to use, easy to explain and easy to maintain. It adapts quickly to organisational change and development, with clear and lasting core standards.

Job Evaluation is a judgemental process, not a scientific one. It is a developed skill and its reliability relies upon application, practice and consensus within the team that is evaluating.

Four Factor Job Evaluation Plan

The Four Factor Job Evaluation Plan is analytical. All jobs from the smallest to the most senior, are compared and ranked according to the work that they actually undertake, measured by these Factors:

Knowledge
Management/Supervisory Scope
Thinking
Decision-making

The factors are chosen because

• They are the common elements that differentiate jobs.

• They provide consistent comparisons for all functions and all types of jobs.

• They keep job values separate from particular people, gender and similar issues.

• Its easy to work with them, to gain consensus and to ‘own’ the results.

The Factors are presented in Tables, with definitions derived from actual use - with public, private, large and small employers and in a wide range of market sectors. So they require little or no adaptation for most clients.

Each Table has the same number of definitions. The Tables give progressive points scores to the levels of each factor. The sum of factor scores gives the total score for each job. The design of evaluation points scores provides a weighting for Knowledge and for Decisionmaking. The reason for this is entirely pragmatic; in practice people discriminate these factors more finely than they do the others.

Using the Plan

Accurate, up to date job information is needed for job evaluation. An Evaluation Panel is trained to use the Tables and to apply them in a consistent manner, to reach a consensus about the nature of the job and of its evaluation. Only the job, not the person, is evaluated. Each job is taken as being performed at a fully acceptable level in accordance with its description.

The Job Evaluation Record shows all the individual factor decisions together on the same sheet, and lists the jobs in numerical in rank order. This saves work later on in periodic reviews and maintenance.

Evaluation scores are used for analysing, reviewing and developing managed pay structures, according to clients’ policies and objectives. Graphs and tables help analysis, make it easy to understand, and they help to reduce the amount material that has to be handled.

Computer-based Job-Evaluator

We are preparing a computer-based version of the method which will make it even more time-saving to apply consistently in every-day use.