Services

Job Evaluation & Grading

Build fair, transparent grading structures that drive internal equity and market competitiveness

Why Job Evaluation Matters

Job evaluation is the systematic process of determining the relative worth of jobs within your organization. It creates a foundation for fair compensation, clear career paths, and equitable treatment.

Without proper job evaluation, organizations struggle with:

  • Pay inequity and compression issues
  • Unclear career progression
  • Difficulty attracting talent
  • Employee dissatisfaction

When Do You Need This?

  • No formal grading structure exists
  • Pay equity concerns arise
  • Organizational restructuring
  • Rapid growth creates role confusion
  • Preparing for salary reviews
Try AI JD Analyzer

Our Job Evaluation Methodology

1

Role Profiling

Comprehensive job analysis through interviews, questionnaires, and documentation review. We capture key accountabilities, decision-making authority, required competencies, and organizational impact.

2

Factor Selection & Weighting

Selection of evaluation factors (e.g., knowledge, complexity, impact, supervision) aligned with your organizational values and strategy. Factor weighting reflects what matters most to your business.

3

Job Scoring & Ranking

Systematic evaluation of each role against defined factors. Roles receive scores that reflect their relative worth, creating an objective hierarchy.

4

Grade Structure Design

Development of grade levels that group similar-value roles. Typically 8-15 grades for most organizations, with clear progression paths between levels.

5

Market Benchmarking

Compare your structure against market data to ensure competitiveness. Identify where your organization positions itself (lead/match/lag strategy).

6

Implementation & Communication

Rollout strategy including manager training, employee communication, and transition planning. Support for addressing red-circle and green-circle employees.

Key Deliverables

  • Job description templates for all roles
  • Job evaluation matrix & scoring
  • Grade structure with definitions
  • Salary ranges per grade
  • Career path frameworks
  • Implementation guidelines

AI-Powered Enhancement

Trinity's AI tools accelerate and enhance job evaluation:

  • JD Analysis: AI reviews job descriptions for clarity, completeness, and appropriate leveling
  • Market Intelligence: Real-time benchmarking data
  • Equity Analysis: Identify pay compression and gaps

Case Example

Problem

Growing tech company (150 employees) with no formal grading. Same job title at vastly different pay levels. High turnover among mid-level staff citing unfair compensation.

Approach

8-week job evaluation project. Interviewed 40 roles. Implemented point-factor system across 12 grades. Conducted market study across 5 comparable companies.

Outcome

Clear career paths established. Salary adjustments for 23 employees (budget: 8% of payroll). Turnover dropped 40% in 6 months. Employee satisfaction score improved from 62% to 81%.

Common Job Evaluation Methods

Point-Factor Method

Most widely used. Roles evaluated against multiple factors (knowledge, responsibility, working conditions). Each factor assigned points.

Recommended

Job Classification

Pre-defined grade descriptions. Jobs matched to closest grade. Faster but less precise than point-factor.

Good for public sector

Hay Method

Proprietary system evaluating know-how, problem-solving, and accountability. Used by many multinationals.

Enterprise-grade

Build a Fair Grading Structure

Start with our AI-powered job description analyzer

Analyze Job Description Request Evaluation Proposal