When choosing a job evaluation scheme, there are several factors to consider if you want to ensure the scheme you chose aligns well with your organisation's needs and objectives. In no particular order (because your priorities will vary), these include:

Your Goals and Objectives: Understand your primary objectives for using job evaluation. Whether it's to establish internal equity, comply with legal requirements, support salary benchmarking, support change management, or a combination of these, your goals will influence your choice of scheme:

Complexity of Jobs: Assess the complexity and diversity of job roles you have. If you have a wide range of jobs with varying responsibilities and skills levels, you might need to consider a more detailed and nuanced job evaluation scheme.

Resources: Think about the resources you have available to implement and maintain the job evaluation process. Some schemes require extensive data collection, training, and analysis, while others may be simpler to manage with limited resources. Think about how involved do you want/need your business colleagues and team resources to be. 

Organisation Size: The size of your organisation can impact the practicality of certain job evaluation methods. Smaller organisations may prefer more straightforward approaches but complexity might drive them towards a more comprehensive scheme. Or, if you are growing, then you need to think about what you will need for the future, not just right now.

Acceptance and Transparency: Choose a job evaluation scheme that is transparent and easily understandable for employees. If they understand how their jobs are evaluated, it can lead to greater acceptance and trust in the process. Think also about ways to involve them. Could you have panel members from across the employee base. Could they give a brief or other information about their jobs. Being involved often leads to greater understanding, trust in, and acceptance of the process.

Market Alignment  You don’t always have to have market data just to get a handle on your core jobs and how they align, or the impact of changes. Likewise you don’t always need job evaluation to get market data (but it is more robust if you do). If you are concerned about market data some job evaluation schemes integrate with market databases to ensure competitive benchmarking.

Legal and Regulatory Compliance: Whatever your choice, ensure that your chosen job evaluation scheme complies with relevant legislation and regulations related to equal pay and non-discrimination.

Alignment with your culture: Think about how well the job evaluation scheme aligns with your culture and values. A scheme that reflects and reinforces your company's principles may be more easily accepted in the business, particularly if it reflects your .

Evaluation Factors: Consider the factors utilised in the scheme and how flexible they are. If you have a workforce that is out and about you might want to consider a scheme that recognises the implications of that, or if your jobs are specialist does the scheme recognise that as well as management skills. 

Cost:  Let's be honest, costs vary significantly.  Some charge more because their schemes are global, complex, specialised etc etc.  Some schemes are on-line and charge license fees per users, others are manual.  If you don't need a big all singing and dancing scheme there are plenty others to chose from.

Ultimately, the best job evaluation scheme for you will depend on a combination of the things above. Take the time to carefully assess your specific situation and goals to make an informed decision that supports them.

If you need to talk to someone about your job evaluation needs, give me a call and I’ll help you work it through.