Examines the role of job evaluation and the main approaches
	Looks at design considerations and the evaluation process
	Discusses the issues involved when applying the results to new pay and grading arrangements
	Five in-depth case studies explore job evaluation exercises recently undertaken in public and private sector organisations
	Includes a Guide to Suppliers, detailing the services and products offered by 13 specialist consultants

The main aim of any job evaluation exercise is to measure the relative worth of different roles within an organisation. The results of an evaluation are then typically used to inform revisions to pay and grading structures, although some employers are now also linking the factors used to measure jobs to their appraisal, performance management and recruitment activities.

While many off-the-shelf job evaluation schemes are available, bespoke packages can also be designed to meet the specific needs of organisations. Employers must consider a host of issues when choosing a scheme, including: deciding which factors to use; the values of any weightings to apply; which jobs to assess; and how evidence about these roles will be gathered. They also have to establish how the project will be managed and to what extent they will involve staff and managers in the process.

Five detailed case studies explore why a range of organisations undertook job evaluation exercises, how they designed and managed their schemes and how they used the results within their businesses – from revising existing salary scales and clarifying career paths through to designing brand new salary structures and informing other HR activities.

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