Job Evaluation is the basis for reward management, analytic leadership, personnel and organisational development, and further tools of today's personnel management.

1. JOB EVALUATION
A basis for reward management, analytic leadership,
personnel and organisational development, and further
tools of today‘s personnel management

2. Jobs Grades
WHAT IS JOB EVALUATION?
• Job evaluation / job grading describes a standardised approach to analyse and
evaluate jobs within an organisation based on their formal work requirements
• Job evaluation determines the relative value of a position
• Positions with a comparable set of requirements are shown on the same level
(=grade)
• Job evaluation only determines the position‘s factual requirements, neither the
incumbents‘ performance, nor the position title nor the reporting line
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3. WHICH PERSONNEL MANAGEMENT TOOLS
CAN BE LINKED TO JOB EVALUATION?
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Compensation Structuring
Pay Bands and Bonus Structure Salary components
Organisation development & Talent Mgmt.
Recruiting
Onboarding
Network-
organisation
Competency
management
Development
Defining job
requirements can
provide core HR
management
processes with a
substantial
foundation and
improve workflow
Job Architecture
Junior Specialist
Specialist
Senior Specialist
Team Manager
Manager
Director
Vice President
Board
Organisation specific job families, career paths,
titles and (management-) levels
Junior Engineer
Engineer
Senior Engineer
Principal Engineer
Performance Management
Mission and
Strategy
Objectives
Actions
Prestructuring of
objectives depending
on level, consisting of
typical goals and
defined KPIs

4. HOW DOES GRADAR THE JOB
EVALUATION ENGINE WORK?
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1. Organisation Analysis 2. Analytic Job Evaluation
General
Management
R & D Production
Sales Finance
HR …
Organisation Analysis regarding
• Value added chain
• Internationality
• Line of Report
• Dependencies
Documentation of definitions
• Organisation
• Division
• Department
• Team
Job Evaluation in three Career Paths
• Individual Contribution
• Project Management
• Management
Documentation of choices and results
• Selection of Career Path
• Selection of Factor Level
• Over-all Comparison of Results

5. Project Management ManagementIndividual Contribution
GRADAR CAREER PATH
DEFINITIONS
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The position contributes mainly
through the application and
development of specific skills.
Professionals contribute
typically individually or as
members of an organizational
unit.
The responsibility may extend
from the execution of individual
tasks of an unskilled worker to
the technical management of a
discipline as an expert.
Disciplinary leadership does
not belong to the core tasks.
The core objective of the
position consists of project
management.
Coordination, planning and
distribution of personnel,
resources, budgets, etc. in the
context of time-limited one-time
projects (product or service).
The position has its emphasis
on disciplinary management of
employees and organizational
units and budget responsibility.
The result is achieved indirectly
through leadership, promotion,
support and motivation as well
as functional use of the
resources available to achieve
these goals.

6. CAREER PATH SPECIFIC FACTORS
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Individual Contribution Project Management Management
Professional Knowledge and Experience
Thinking and Cognitive Requirements / Problem Solving
Organisational Knowledge
Functional
Responsibility
Organisational
Responsibility
Scope of Decisions
Communication
Processes and
Complexity
Processes and
Complexity
People Responsibility
Project Responsibility
and Leadership Span
Leadership Span and
Guided Group of
Employees
Project Size and
Project Budget

7. GRADAR GRADE MAP
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8. THANK YOU VERY MUCH
QPM
QPM Quality Personnel Management GmbH
Am Haferkamp 78
DE-40589 Düsseldorf
www.qpm.de
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Ralf Kuklik
+49 (0) 211-936 7249 1
ralf.kuklik@qpm.de
Volker Seubert
+49 (0) 211-936 7249 3
volker.seubert@qpm.de