Job architecture and job evaluation
Once the structure is approved, the jobs that fill it are built: reference jobs organised in families and levels, described, evaluated and linked to a grade structure.
What goes in
- Current jobs and titles.
- Existing job descriptions.
- The organisation's competency framework, if there is one.
- The organisation structure approved in the previous stage.
What happens in the platform
- Jobs are grouped into reference jobs within families and levels.
- Job descriptions and required competencies are written for each job.
- Jobs are evaluated with the point-factor method.
- The grade structure is built from the evaluation results.
What comes out
- A job architecture: families, levels and reference jobs.
- Job descriptions and competencies.
- Job evaluation results and the grade structure.
- A consultant report for the stage.
What the AI expert does here
The AI expert proposes how to group jobs, drafts descriptions and competencies, and proposes each job's rating on the factors. The consultant reviews and approves.
Methodologies applied
- Point-factor job evaluation
- Job families and levels
Frequently asked questions
How does Mizan evaluate jobs?
With the point-factor method: each job is rated on a set of factors, each factor carries points, and the total places the job in the grade structure.
What is a reference job?
A job that represents a group of jobs similar in nature and level, so it is described and evaluated once instead of repeating the work for every title.
Does the AI expert write job descriptions?
It proposes descriptions and competencies in detail, following the stage's methodology. Nothing is saved until the consultant approves it.
See this stage on data close to your organisation
We walk you through the platform in a short session and answer your team's questions on method, data and integration.