Reward and job evaluation
Applying pay and reward rules, and evaluating jobs consistently against a job evaluation scheme to place them in the right band.
Levels
- 1. Awareness
You can:
- explain how pay bands, increments, and allowances work
- explain that jobs are banded by job evaluation, not by the person in the job
- 2. Working
You can:
- apply pay rules, such as starting salary, protection, and allowances
- check job descriptions are complete before they go to evaluation
- take part in job evaluation panels as a trained member
- 3. Practitioner
You can:
- lead job evaluation panels and consistency checks
- advise on banding for new and changed roles, including digital and data roles
- advise on recruitment and retention premiums, using market evidence
- 4. Expert
You can:
- set the organization's reward strategy within the agreed pay framework
- assure the integrity of job evaluation across the organization
- lead equal pay reviews and act on their findings
Closest ESCO skills
Contains ESCO v1.2.1 data (https://esco.ec.europa.eu/). © European Union. Reuse authorised under Commission Decision 2011/833/EU.
Role levels that expect this skill
| Role level | Role | Band | Expected level |
|---|---|---|---|
| Head of HR | Head of people | 8c | Practitioner |
| Deputy director of people | Head of people | 8d | Expert |
| HR business partner | Human resources business partner | 7 | Practitioner |
| HR officer | Human resources officer | 4 | Awareness |
| HR adviser | Human resources officer | 5 | Working |
| Senior HR adviser | Human resources officer | 6 | Working |
| Digital talent partner | Recruitment officer | 5 | Working |