Equal Value Estimator
You can use this tool to estimate whether jobs in your business are of equal value. Simply score the jobs and add up the scores. There are 40 points available after all the scores are added.
Remember that ‘value’ for equal pay purposes is an objective assessment of the demands of the work, such as the skills needed, the decisions the job holder makes and the responsibilities. It is NOT about the performance of the person doing the job – or what you currently pay them. Record the main reasons for your scores, so that you can check back on your thinking process later. Complete a form for each job you are assessing.
| JOB TITLE – JOB DEMAND | SCORE (circle score) | REASONS FOR SCORE |
|---|---|---|
| 1 KNOWLEDGE AND SKILL This concerns the knowledge and skill required for the job. Think about all aspects of knowledge and skill, such as technical and specialist know-how, knowledge of your business and your processes, and the level of skill needed to use, for example, equipment and machinery. One useful indicator of knowledge and skill is the qualifications and training needed for the job and the length of time it takes to do the job fully. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| 2 PROBLEMS AND DECISIONS This concerns the problems and decisions required in the job. Consider how difficult those decisions and problems are and what advice and guidance jobholders have or can get. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| 3 RESPONSIBILITY | ||
| People This concerns responsibility for dealing with people other than those supervised. Think about the need to negotiate with and persuade people, to provide care or a service to customers, clients or colleagues. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| Information This concerns the responsibility for information. Consider the need to produce information, the need for accuracy and speed, and to provide it to other people. Think about what would happen if mistakes were made. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| Physical resources This concerns the responsibility for all types of physical resources such as equipment and tools, vehicles and plant, and goods, stocks and supplies. Consider safekeeping, use, maintenance and repair, ordering, and the potential for damage and loss through mistakes. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| Money and financial resources This concerns the responsibility for money including cash, vouchers, cheques, debits and credits, invoice payment, budgets. Consider the need for safekeeping, handling, processing and the potential for loss through mistakes. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| Responsibility for supervision This aspect of assessing jobs concerns the need to supervise and manage other people. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| 4 PHYSICAL EFFORT This concerns tasks that lead to physical tiredness beyond what everyone experiences through ‘normal’ working. It covers stamina as well as strength. Think about the need for any lengthy periods of standing and walking, or working in awkward positions, or maintaining a particularly high sustained pace of work, as well as the more obvious need for heavy lifting. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| 5 MENTAL DEMANDS This concerns tasks that lead to mental tiredness beyond what everyone experiences through ‘normal’ working. Think about the need for particularly high levels of concentration to meet tight deadlines, or the alertness to switch quickly between numerous activities, or the need to deal with stressful or sensitive situations. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| 6 WORKING CONDITIONS This concerns the effect of unpleasant or hazardous conditions such as being exposed to abuse from people, weather, extreme heat/cold, noise and fumes, which are unavoidable, assuming all health and safety precautions are in place. | Basic … 1 Low … 2 Moderate … 3 High … 4 | |
| TOTAL SCORES |