Job Evaluation for Manufacturing: How to Score Plant, Hourly, and Salaried Jobs
How manufacturers can score plant, hourly, and salaried jobs with the point-factor method, including effort and working conditions factors and a worked example.
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Insights on job evaluation, compensation management, pay equity, and HR best practices.
Showing 1 - 12 of 145 Posts
Midpoint Progression: How to Space Your Pay Grades
Midpoint progression is the % gap between pay grade midpoints. Learn typical rates by job level, the formula, and how to test overlap with a worked example.
How Many Compensable Factors Should You Use? A Practical Guide
Most plans use 3 to 9 compensable factors. See how Hay, Mercer IPE, and OPM differ, and use five tests to pick the right number for your point-factor plan.
Job Evaluation for Healthcare: How to Score Clinical and Non-Clinical Jobs
How hospitals and health systems can use point-factor job evaluation to grade clinical and non-clinical jobs fairly, with factors, a worked example, and market pairing.
Market Adjustments: How to Pay Hot Jobs Without Breaking Your Pay Structure
Learn when a market adjustment is justified, how to size it, and how to protect internal equity with documented rules and a review date. Includes a worked example.
Point-Factor Method: Advantages, Disadvantages, and When to Use It
Weigh the point-factor method's advantages and disadvantages: consistency, defensibility, cost, and effort. See when it fits and when to choose another approach.
Job Evaluation Calibration: How to Get Raters to Score Jobs Consistently
Learn how to calibrate job evaluation raters: score independently, set a spread rule, fix halo and similarity bias, and document decisions you can defend.
Job Evaluation for Nonprofits: How to Score Jobs on a Mission-Driven Budget
How nonprofits can use point-factor job evaluation to build fair, defensible pay grades on a tight budget, with factors, a worked example, and IRS basics.
Job Evaluation in the Public Sector: How Governments Score and Grade Jobs
How cities, counties, and agencies use point-factor job evaluation to build defensible classification and pay plans, with a worked example and pitfalls.
Job Evaluation for Small Companies: A Lightweight Point-Factor Approach
How to run job evaluation at a company under 100 people: pick 5 factors, score 6 to 10 jobs, and build grades in a week without a consultant.
Pay Policy Line: How to Build One From Job Evaluation Points
Learn how to build a pay policy line: regress market pay on job evaluation points, apply your market position, and turn it into grade midpoints.
Salary Step Structure: How to Build Pay Steps (and When to Use Open Ranges Instead)
Learn how to build a salary step structure: step count, step percentage, progression rules, and when open pay ranges are the better choice.