Featured - 4 items
What does the job evaluation process consist of?
The systematic job evaluation process is used to define the relative worth or size of jobs within an organisation, with the goal of establishing fair and equitable pay structures.
It involves assessing job complexity, responsibilities, and contributions to the organisation. To determine the relative value of jobs, their content is analysed and compared, rather than evaluating the performance of individuals.
This process plays a crucial role in preventing internal pay disparities, ensuring that the organisation remains compliant as well as competitive in the market, and promoting transparency.
Why is it important?
Inequitable pay for roles of comparable value can lead to dissatisfaction, mistrust, and increased turnover, as employees may feel undervalued. It also exposes organisations to legal liabilities, particularly concerning equal pay and anti-discrimination laws.
A lack of alignment with market standards can furthermore hinder the organisation’s ability to attract and retain top talent, affecting recruitment efforts, employee retention and competitiveness.
Moreover, ambiguous pay processes erode trust in leadership and HR, potentially fostering perceptions of bias or discrimination. Transparent practices strengthen trust by effectively communicating how pay decisions are made.
Your benefits
Attraction
Understanding how your pay structure compares with market benchmarks and defining a clear remuneration strategy is essential to attracting skilled employees. This ensures success in a dynamic labour market while balancing personnel costs.
Retention
Your employees and stakeholders expect fair and equitable pay for roles of equivalent value. This fosters trust, enhances satisfaction, and reduces risks of turnover.
Trust
Transparent pay systems reinforce trust in leadership and HR. A clear rationale for role valuation mitigates perceptions of bias and demonstrates the organisation’s commitment to fairness and accountability.
STRATA Intelligence: Equity through AI
We developed STRATA Intelligence, a powerful data-driven AI tool that streamlines the job evaluation process by over 80%. This allows our experts to focus on collaborating with you to review, adjust, and validate the preliminary evaluation to ensure coherent results.
STRATA Intelligence systematically analyses extensive job data, including transversal insights across the organisation thereby reducing subjectivity in decision-making and ensuring equitable outcomes.
It delivers insights into market trends, enabling organisations to effectively align their compensation structures with external standards.
The platform further delivers clear, transparent, and scalable job evaluation frameworks, which promote trust in HR processes and ensure consistency at all levels.
Flexibility
Applicable to small, medium, and large companies and public organisations in all sectors. Our goal is to create an evaluation structure that reflects the reality of your organisation.
Independence
Working towards a system that is both acceptable and accepted is key for a successful implementation. Our team leverages our organisational transformation expertise to support you with effectively managing change at every step of the way.
Transparency
Our approach is transparent to you and your employees. Managers are involved in the job evaluation process, allowing them to learn and understand, as well as support the results of the evaluation.
Remuneration structure
Benefits structure
HR cost planning
Human resource planning
Career development, succession planning
Organisational design
Job catalogue
Competence management, personal growth
STRATA methodology
STRATA is a job evaluation methodology developed by PwC that has been used across the globe since more than 25 years. Its multifaceted approach is based on 9 precise, objective, and transparent criteria. Its iterative methodology allows multiple review and validation steps with our clients’ experts teams to review, adjust, and validate the consistency of the results.
* Each scale is composed of several levels that correspond to a defined number of STRATA points. The value of a function is determined by adding up the STRATA points obtained for each criterion.
STRATA dimensions |
9 STRATA scales* |
| Knowledge and skills |
|
| Problem solving |
|
| Influence and responsibilities |
|
| Working conditions |
|
Contact us
https://pages.pwc.ch/view-form?id=701Vl00000VSgqVIAT&embed=true&lang=en