Select the evaluation approach
DeBott reviews existing methods and develops a suitable approach. Summary methods assess jobs as a whole. Analytical methods evaluate individual requirement factors and combine them into an overall result.
HR CONSULTING
Job evaluation: make requirements comparable.
Classify jobs systematically. Assess equal value transparently. Create clear structures.
DeBott develops evaluation methods and job structures that fit your organisation. Analytical job evaluation, transparent criteria and a consistent classification logic form a foundation for compensation, career paths and pay transparency.
What job evaluation delivers.
Job evaluation examines a role’s requirements: the knowledge needed, task complexity, responsibilities, demands and working conditions.
The role is evaluated according to its requirements. Personal performance, qualifications held and the current salary of the jobholder are considered separately.
Grading assigns evaluation results to defined levels, creating a common structure across roles and business areas.
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OUR
MISSION
We help your forward-looking business drive meaningful change.
Learn more about our consulting approachWhen titles and hierarchy are no longer enough.
A title alone says little about actual job requirements. Without a shared evaluation basis, typical problems arise:
- Inconsistent classifications: comparable roles are classified differently across departments.
- Unclear career paths: specialist and management careers lack a common logic.
- Hard-to-explain pay differences: responsibility, job requirements and pay are not aligned transparently.
- Outdated job profiles: growth, digitalisation and new tasks are not reflected.
This complicates pay decisions, organisational change and the assessment of work of equal value.
A methodology that fits your organisation.
Design criteria and weightings
Evaluation factors, response levels and weightings are defined clearly. The design considers different roles and checks whether relevant requirements are captured in a balanced, gender-neutral way.
Refine job profiles
Tasks, responsibilities, interfaces and decision authority are described systematically. Missing information is clarified with HR and the responsible leaders.
Evaluate and calibrate
Jobs are evaluated using consistent rules. Comparing selected reference jobs helps align standards and detect inconsistent interpretations.
Develop grades and job architecture
Evaluation results form a transparent framework with defined grades, classifications of specialist and management roles, and rules for new or changed jobs.
Compensation Radar: DeBott’s own evaluation logic.
Compensation Radar has its own analytical evaluation logic designed to be gender-neutral. Defined requirement factors and configurable weightings allow evaluation to be tailored to the organisation.
DeBott supports methodological design, application and alignment of results. Custom weightings are defined at methodology level and applied consistently to comparable jobs.
Digital evaluation is combined with an understandable process for HR and leaders.
What the evaluation creates.
- A shared job structure across roles and departments.
- Transparent comparison groups for pay analyses.
- A foundation for salary bands and consistent pay decisions.
- Clear requirements for progression in specialist and management careers.
- A defined evaluation process for new and changed jobs.
Job evaluation provides the structural foundation. Market comparisons and compensation consulting add an external pay perspective and specific compensation rules.
Frequently asked questions
How do job evaluation and performance assessment differ?
Job evaluation considers a role’s requirements. Performance assessment considers how a person fulfils tasks and achieves agreed results. Both can inform pay decisions but serve different purposes.
Does every job need a separate evaluation?
Not necessarily. Jobs with matching requirements can share profiles. Differences in responsibility, complexity or working conditions must still be considered.
Is an analytical method automatically free from discrimination?
No. Analytical methods also need suitable criteria, balanced weightings and consistent application. Methodology and results therefore require professional checks and regular review.
Can an existing evaluation system be retained?
Yes. DeBott assesses whether the existing methodology still fits the organisation and is used consistently. Criteria, job profiles or processes can often be improved selectively.
Create a shared foundation for your job structure.
An initial conversation clarifies which evaluation methodology fits your organisation and how existing foundations can be used.