A practical guide to Job Evaluation

Job evaluation is a structured process used to assess the relative value of roles within an organisation. Rather than focusing on the performance of an individual employee, job evaluation looks at the requirements, responsibilities, skills, knowledge, and impact associated with a role.

With the EU Pay Transparency Directive now in force, job evaluation has become an essential tool for demonstrating fairness, transparency, and objectivity in compensation practices.

Many organisations already have salary structures in place, but over time these can become inconsistent as roles evolve, teams grow, and market conditions change.

Job evaluation helps organisations:

• Create transparent pay structures
• Support internal equity and consistency
• Establish clear job grades and levels
• Support compliance with pay transparency requirements
• Strengthen employee trust and confidence
• Provide a foundation for future workforce planning and reward strategies

While compliance is often the starting point, many organisations find that job evaluation creates value well beyond regulatory requirements.

The Mdina Partners Job Evaluation Tool provides organisations with a practical and structured approach to evaluating roles using objective criteria.

The tool can be used as part of a fully guided consultancy engagement or through a supported self-managed model where internal teams lead evaluation sessions while receiving expert guidance and quality assurance from Mdina Partners.

This approach allows organisations to retain ownership of the process while benefiting from proven frameworks, tools, and expertise.

Step 1: Role Review & Information Gathering

The process begins by reviewing existing job information, including role profiles, responsibilities, reporting structures, and organisational context.

This creates a clear understanding of each role before evaluation begins.

Step 2: Job Evaluation Sessions

Roles are evaluated using a structured point-factor methodology.

Each role is assessed against objective factors such as:

• Knowledge and expertise
• Problem solving
• Decision-making responsibility
• Communication requirements
• Leadership and people impact
• Business contribution

Each factor is scored consistently using predefined evaluation criteria.

Step 3: Calibration & Quality Assurance

Once roles have been evaluated, results are reviewed and calibrated to ensure consistency across departments, functions, and job families.

This stage helps identify anomalies and ensures the methodology has been applied fairly throughout the organisation.

Step 4: Analysis & Reporting

Evaluation results are consolidated into detailed reports and dashboards that provide visibility across the organisation.

This allows leaders to explore data from multiple perspectives and identify trends that may require further review.

Step 5: Action Planning

The final stage focuses on translating insights into practical actions.

This may include pay structure reviews, grading frameworks, reward strategy discussions, role redesign, or broader workforce planning initiatives.

Mdina Partners uses Point-Factor Analysis, one of the most widely recognised job evaluation methodologies.

This approach assigns scores to roles based on objective factors rather than subjective perceptions of importance.

The methodology supports:

• Consistency
• Transparency
• Gender-neutral assessment
• Auditability
• Pay transparency compliance
• Long-term sustainability

Because each role is assessed against the same framework, organisations gain a clearer and more objective view of internal role value.

Organisations receive practical outputs designed to support decision-making and implementation.

These typically include:

• Comprehensive Job Evaluation Report
• Job Evaluation Scores and Rankings
• Internal Equity Analysis
• BI Dashboard with Filtering Capabilities
• Job Family and Grading Insights
• Implementation Guidance
• Recommendations for Future Action

Additional support can also be provided for job profiling, salary structure design, reward strategy development, and broader organisational design initiatives through our Advisory services.