Job Analysis, Evaluation & Grading
Overview
Pay and grading decisions are among the most sensitive an organisation makes. When jobs are graded inconsistently, staff lose trust, good people leave and equal pay complaints follow. A sound grading system starts with knowing what each job really involves, how much it contributes and how it compares with other roles, using clear evidence rather than job titles, history or negotiating power.
This job analysis and job evaluation course gives HR teams a practical method they can apply immediately. Participants learn to analyse roles, write clear job descriptions, evaluate jobs with a points-factor scheme and build a grading structure linked to pay ranges. They also plan how to communicate the results, handle appeals and keep the system fair and current over time.
Who should attend
HR managers and specialists, compensation and organisation development staff, civil service and government HR units, and managers involved in restructuring or job grading.
Training methodology
Interactive presentations, practical exercises, case studies, group discussions, role-plays where relevant, and a personal action plan that participants apply in their own work.
Objectives
By the end of this course, participants will be able to:
- Analyse jobs using interviews, questionnaires and observation
- Write clear job descriptions and person specifications
- Apply a points-factor method to evaluate jobs consistently
- Build a grading structure and place jobs within it
- Plan communication and appeals for a new grading system
Course outline
- Why job analysis underpins fair pay decisions
- Distinguishing jobs, roles and individual positions
- Sources of reliable information about a job
- Structured interviews and job analysis questionnaires
- Observation, work diaries and task inventories
- Exercise: plan a job analysis project
- Structure of a clear, usable job description
- Writing the job purpose and key result areas
- Defining competencies, qualifications and experience required
- Avoiding inflated titles and vague duties
- Keeping job descriptions accurate as roles change
- Workshop: rewrite a weak job description
- Purpose and principles of job evaluation
- Ranking, paired comparison and classification methods
- How points-factor schemes measure job size
- Choosing evaluation factors and setting their weights
- Running evaluation panels that stay consistent
- Exercise: evaluate three jobs with points
- Converting job evaluation points into grades
- Broad bands versus narrow grade structures
- Setting grade boundaries, overlaps and progression
- Linking grades to market-based pay ranges
- Handling red-circled and other anomalous jobs
- Exercise: design a simple grade structure
- Planning a grading review as a project
- Communicating results to staff and managers
- Designing a fair appeals and review process
- Maintaining the grading system over time
- Equal pay checks and fairness safeguards
- Build your grading implementation action plan
Upcoming dates and fees
No public dates are scheduled for this course at the moment. It can be delivered in-house for your team at your premises or in a city of your choice, or scheduled on request in London, Dubai or Istanbul. Contact us for dates and fees.
training@british-skills.co.uk · +447700100602 · www.british-skills.co.uk/training-course/job-analysis-evaluation-grading