Overview
Defining systematic evaluation criteria is essential for developing an objective, transparent job evaluation process across your organisation. This guide explains how to establish evaluation criteria, configure score points, map specific factors and sub-factors, define evaluation questions with rating scales, and manage weight allocations while resolving system validation constraints.
Permissions
To create job evaluation criteria, you require Manage Pay Equity on global.
Creating Evaluation Criteria
Setting up your framework begins within the Job Evaluation dashboard module. Follow these sequential steps to initialise your criteria:
- Click on + Create Job Evaluation. After doing so, a pop-up will be shown.
- Click on the +Create Criteria button.
- In the pop-up window, select the Business unit from the dropdown and add the maximum score points.
Maximum Score Points: This parameter establishes the baseline cap of total points a specific role can achieve (e.g., 1,000 points). Every parent factor and sub-factor created will be assigned a percentage weight that represents a precise, calculated fraction of this maximum score.
Defining your Factors and Sub-Factors
Factors represent the fundamental pillars used to grade and analyse job roles consistently across your company layout.
To define your factors, click on the + Add Factor button. Once this is done, you will now need to start adding the factor details.
- Factor Name: The category used to judge how a job is valued in the company (e.g., Skills, Responsibility, Effort, or Working conditions).
- Weight (%): The percentage importance a job criterion has in the total job score.
- Factor Description: A clear explanation of what a job evaluation factor means and how it should be judged.
- Sub-Factors: Smaller parts of a main job factor (e.g., Skills split into Professional knowledge and Technical skills) that help evaluators score jobs more precisely and consistently.
- Evaluation Question: A standard question used to judge how much of a factor or subfactor a job requires (e.g., “To what extent does this role require technical skills?”).
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Rating Type: A set of defined score points (e.g., 5, 6, 7, 10) used to assess how strongly a job meets a factor. Each selected point can include a description of what it means, which helps reduce bias and ensures more consistent evaluation between assessors.
Publishing vs. Saving Drafts
When finalising your evaluation configuration, two primary options are available on the bottom action bar:
- Saves as Draft: This lets you pause, close your workspace safely, and resume updates later without deploying changes live to your active business units.
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Save & Publish: Clicking Save and Publish activates your matrix immediately. Note that modifying these criteria post-publication will permanently reset and delete live evaluation scores.
Managing Criteria (Editing, Deleting & Duplicating)
Manage your existing frameworks by selecting the appropriate modification method below:
- To edit a criteria, click the Edit icon in the Criteria page next to the criterion you want to modify.
- To duplicate an existing criteria framework, click the three-dot menu next to the relevant criteria and select Duplicate from the dropdown menu. Duplicating a criteria framework creates a copy with all the same details, allowing you to make changes without affecting the original criteria.
- To delete an entire criteria, click the three-dot menu next to the relevant criterion and select Delete from the dropdown menu. This will permanently delete the criterion along with all of its associated factors.
- To delete a specific factor, first click the Edit icon for the relevant criterion. Then, click the bin icon next to the factor you want to remove.
Modifying or editing an established criteria set will completely clear out and delete all existing job scorings, forcing you to restart the scoring process from scratch. This data reset occurs automatically upon making changes, even if the modification is minor (such as a name change).
Next Step
With your job evaluation criteria in place, the next step is Job Scoring. Job scoring is the process of evaluating each job against the defined factors, subfactors, and rating scales to assign an objective score.