Job evaluation in line with the requirements of the Pay Transparency Directive

Job Evaluation Workshop

Two workers in similar jobs receive different pay. How can you explain it?

Under the Pay Transparency Directive, such questions can arise. A worker can ask for information on average pay levels of workers doing work of equal value, so the organisation must know which jobs these are. This requires job evaluation, that is, assessing jobs against the same criteria. In the workshop, you will learn how to carry it out in your own organisation.

Ask about the workshop

Czas trwania

1 day

Tryb

in your premises/online

Język

EN

Cena za grupę

4000 EUR

Dla kogo

This workshop is aimed at HR directors, compensation specialists, finance directors and department managers who:

Are responsible for pay policy and must be able to justify it

Want to bring order to the jobs in their organisation and know which of them are comparable

Are preparing their organisation for the requirements of the Pay Transparency Directive

Must explain to workers why their job is paid at that level

Why now?

A worker can ask
They can request information on pay levels in comparable jobs. The organisation must be able to answer.
The Pay Transparency Directive is in force
The Directive's requirements take effect in stages, depending on the country and the size of the organisation. Organisations should be prepared for each stage.
Job evaluation is the first step
Without it, you cannot tell which jobs to compare. Only then can pay be analysed and reported.
Agreement with workers' representatives may be needed
This takes time: a project usually lasts about six months. Depending on local rules, job evaluation may require agreement with workers' representatives, such as trade unions.

Workshop programme – job evaluation

1

Wybór podkryteriów

We show how to break down the Directive's four criteria into sub-criteria that fit different jobs, from production to the management board.

2

Setting weights and scoring scale

We discuss how to set the weights and the scoring scale, and how to justify them.

3

Evaluating jobs

We practise evaluating sample jobs from your organisation.

4

Discussing the results

We compare the results of the exercise with the current job hierarchy.

5

Conclusions and next steps

We agree on a plan for next steps and show where we can support you.

Trainers

Anna Gliwinska

Anna Gliwińska

More than 20 years in finance, including as CFO, working on transformation and in management roles. She has led teams and is a trainer in international finance. She has worked at UBS, HSBC and Capgemini, and outside Poland as Head of Regulatory Reporting & Change, where she adapted financial processes to the requirements of the European Central Bank. She holds the international ACCA qualification.

LinkedIn

Aneta Pilch

More than 25 years of experience in leadership roles, strategic planning and change management in the financial sector (HSBC, UBS, Universal-Investment). She spent more than 17 years in the USA and, since returning to Poland in 2007, has been building organisations marked by a well-thought-out operating strategy and high employee engagement. She currently focuses on AI-based organisational leadership. She holds a degree in economics and an MBA from the University of Illinois Chicago, and has also trained at the University of Chicago Booth School of Management (negotiation and decision-making) and at MIT (managing artificial intelligence in organisations).

LinkedIn

A workshop tailored to your organisation

Fill in the form to ask for details or to arrange a private edition of this workshop for your team.