Job Design, Evaluation & Remuneration
The BelRose Group has a number of skilled practitioners experienced in Job Design, Evaluation and Remuneration.
Job Design
Job design is the process of scoping a role’s key objective, tasks and responsibilities. The main purpose of job design (or redesign) is to provide role clarity and clearly articulate key tasks and responsibilities to maximise performance.
Job Evaluation
Job Evaluation is an analytical, systematic, and quantitative assessment of evaluating the work value of the role within an organisation. Job Evaluation evaluates the job, not position holder. It is important to remove the person from the role to conduct an independent and unbiased job evaluation. Undertaking a Job Evaluation process helps to position roles with relativities within an organisation.
Remuneration Frameworks and Benchmarking
A competitive pay package is a critical element in attraction and retention. So, it is no surprise that wages are rising as employers struggle to attract talent and retain their current employees.
The BelRose Group will work with you to develop a remuneration framework that is competitive, flexible and most importantly the right fit for your organisation.
Benchmarking
Understanding the external value (Salary Benchmarking) will assist organisations to secure high calibre talent and retain high performing and engaged employees. By understanding typical salaries across the General or National Market and like industry, an organisation can (subject to capacity to pay) offer a competitive salary to attract candidates and retain talent.
- Job Evaluation and Role Classification
- Independent Board & Governance Advisor
- Organisational redesign
- Experience in developing competency frameworks, classification standards, remuneration frameworks & skills matrix
- Employment contracts(award & common law)
- Industrial relations advice
- PEA development & bargaining
- Employee Contracts
- Competency, Classification & Capability Frameworks
- Performance Management
- Training mentoring and coaching
- Strategic planning & implementation
Your questions answered
When should we review the design of a role?
A review can help when a role’s purpose, responsibilities or key tasks are unclear or have changed. Job design sets out what the role needs to do so expectations are easier to understand.
What does a job evaluation assess?
Job evaluation examines the work value of the role within the organisation using a structured evaluation framework and methodology. It focuses on the responsibilities of the job and its relationship to other roles, independently of the current position holder.
How is salary benchmarking different from job evaluation?
Benchmarking looks at pay in the external market or comparable industries. Job evaluation looks at the role’s work value within your organisation. Together, they can inform a more considered remuneration approach.
What information do you need to review or develop a role?
For a new role, we start with a discussion to understand what the role needs to do. For an existing role, we review the position description and discuss the role with you.
What does a full job evaluation and remuneration report cover?
Where a full report is required, it benchmarks the role against comparable roles and organisations, taking location into account. The scope of the evaluation and reporting reflects your organisation’s needs.
Can you help develop a remuneration framework?
Yes. We work with organisations on remuneration frameworks that reflect their needs and capacity to pay. Our service also includes role classification and competency or capability frameworks.
How quickly can a role review be completed?
We can generally complete role reviews within a short timeframe, taking your organisation’s needs into account.