Job evaluation and description

Przeprowadzamy sektory publiczny, akademicki i prywatny przez cały proces dostosowania organizacji do nowych unijnych wymogów dotyczących równości płac.

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JOB EVALUATION · 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 university 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 and public institutions, 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.

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Symmetria Partners pomaga uczelniom i instytucjom publicznym, a także firmom z sektora prywatnego, wdrożyć wartościowanie stanowisk zgodne z wymogami dyrektywy unijnej. Pracujemy w oparciu o autorską metodykę czterech kategorii i audytowalny kalkulator punktowy. Dzięki temu każda organizacja zyskuje pełną gotowość na kontrole, przejrzystą politykę wynagrodzeń oraz wiarygodne dane do obowiązkowego raportu o luce płacowej.

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Our job evaluation 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 (knowledge, education, experience, skills), responsibility (for results, resources, employees, students), complexity and autonomy (level of difficulty, decision-making, innovativeness), and working conditions and arduousness (physical, psychological, environmental factors).

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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.

Sprawdź, jak zapewniamy audytowalność
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.

Sprawdź, jak projektujemy siatki płac
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.

Sprawdź, jak uzasadnić różnice w płacach
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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

Our valuation model – four categories and an auditable scoring calculator – directly responds to the requirements of the EU directive and best practices in pay equity.

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.