Job evaluation / grading system

Orientation to value is a pillar of modern organization and personnel management

In recent years, companies have been increasingly faced with the challenge of gaining more clarity about the “value” of their jobs. A major problem in this, however, is the comparability of the various jobs with regard to their tasks. This problem can be solved by using an evaluation system that is independent of the specific job itself, whereby jobs can be evaluated on the basis of the demands made on their job-holders.

Typical questions that can be answered with help of job evaluations:

  • Which are the key functions of a company?
  • What is an appropriate starting salary for a new position?
  • What are typical career paths within the organization?

Basic considerations and procedures

A company-wide job evaluation system accepted both by managers and employees has to be designed and implemented objectively, transparently and intelligibly. The basic information on the jobs to be assessed is required. This is what, for example, a good job description supplies.

Our analytical evaluation system is based on the latest findings in labor science. At the same time, it is intuitive, comprehensible and therefore easy to use. Every evaluation criteria and its different dimensions are precisely described, and facilitate the evaluation. The great benefit of analytical evaluations based on clearly defined, intelligible evaluation criteria is the foundation and legitimation of the evaluation results.

The SMS evaluation system works for all functions on all levels in every sector. As a result, a maximum comparability of functions even beyond the boundaries of the company is guaranteed. Furthermore, the system also makes it possible combine several functions with comparable values into functional groups (grades and job families).

Job evaluations can form a basis for:

  • further organizational and personnel instruments for steering the company
  • comparison of the job profile and the competency profile of the job holder
  • optimization of organizational structures and identification of efficiency potentials
  • introduction of performance-oriented, systematic remuneration systems
  • design of grading models for group-wide application

Advantage of our approach: 

  • intuitive system that is easy to operate, comprehensible and transparent
  • involvement of quantitative (e.g. management breadth) and qualitative (e.g. social skills) evaluation criteria
  • foundation for a systematic remuneration management
  • comparability of a wide range of functions
  • transparency concerning requirements and values of jobs and organizational structures