Job evaluation and description

We guide public, academic and private sector organisations through the full process of aligning with the EU's new pay equality requirements.

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JOB VALUATION · DIRECTIVE 2023/970

READINESS FOR THE PAY TRANSPARENCY DIRECTIVE

Directive (EU) 2023/970 does not end with a single report. It requires building an entire system: documents, procedures, data, and job valuation tools. Check what your company or institution should already have and prepare before the data goes public.

Job evaluation is no longer just good HR practice, but a requirement of Directive (EU) 2023/970 on pay transparency. For universities, public institutions and companies, this means the need to build a transparent pay scale and a documented, gender-neutral method of assessing job value — covering academic, teaching, research, and administrative positions.

Check readiness

Symmetria Partners helps universities, public institutions and private sector companies implement job evaluation that meets the requirements of the EU directive. We work with a proprietary four-category methodology and an auditable point-based calculator. Every organisation we work with gains full audit readiness, a transparent pay policy and reliable data for the mandatory gender pay gap report.

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Our job valuation methodology is based on four categories of competencies, in line with the requirements of Directive 2023/970:

How we value positions

Stage 1

Analysis of positions and data collection

We begin by gathering information about each position: responsibilities, requirements, its place in the organizational structure, and relationships with other roles — regardless of job titles or current staffing.

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Stage 2

Assessment by four categories of criteria

Each position is assessed in four mandatory, gender-neutral categories: competency requirements, responsibility, complexity and autonomy, and working conditions and arduousness.

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Stage 3

Point calculation and grade determination

Each criterion is rated on a scale of 1–5 and multiplied by its weight. The sum of the points determines the job grade – a fully auditable result, defensible during audits or joint compensation reviews.

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Stage 4

Salary ranges and pay scale

Based on the job grade, we assign salary ranges to the position, creating a consistent pay scale for the entire organization, ready for publication in recruitment advertisements in accordance with the directive's requirements.

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Stage 5

Audit and Inspection Readiness

The valuation result forms the basis for the documentation required by the directive: justification of pay differences, gender pay gap reporting, and preparation for a potential joint pay assessment.

How to justify salary differences
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Why Symmetria Partners

Experience in the public and academic sectors

We are familiar with the specifics of organizational structures in universities, research institutes, and public administration entities, as well as the accompanying formal and budgetary constraints.

Formal and procedural support

We take into account the provisions applicable to public finance sector entities and the current status of work on the Polish act implementing the directive.

Proprietary methodology compliant with Directive 2023/970

We provide full implementation support: from pay structure design, through gender pay gap (GPG) reporting and HR team workshops, to professional advisory on trade union relations and negotiations.

Practical, ready-to-implement recommendations

We don't stop at analysis – we help implement pay scales, prepare documentation and the GPG report, and train the HR team.