what is job classification?

Job classification is the process where roles with comparable value are grouped into salary grades or job families. It helps organisations build an objective and consistent salary structure where pay differences are based on content, responsibilities, and impact of roles.

what is the difference between job evaluation and job classification?

Job evaluation determines the relative value of a role based on factors such as responsibilities, complexity, knowledge, and impact. Job classification uses the results of that job evaluation to place roles with comparable value into salary grades or job families.

why is job classification important for a pay policy?

Job classification provides an objective basis for compensation decisions. By grouping roles according to fixed criteria, organisations can better substantiate pay differences, maintain internal equity, and communicate more transparently about remuneration.

how does job classification contribute to pay transparency?

Job classification clarifies why roles are placed in a specific salary grade. As a result, organisations can better explain pay differences and give employees more insight into the criteria behind compensation decisions.

how does a job classification project work?

A job classification project usually consists of three steps: analyzing and objectively evaluating roles, grouping roles of comparable value into salary grades, and validating and implementing the classification model within the organisation.

what is the difference between job classification and salary benchmarking?

Job classification determines how roles are grouped internally based on their value to the organisation. Salary benchmarking then compares the remuneration of those roles against internal equity and external market positioning to support a competitive pay policy.

An objective job classification as the foundation of your pay policy

job classification gives structure to your pay policy.

Job classification brings together roles with comparable value into salary grades. This creates a consistent salary structure in which future pay differences are not based on historical choices or individual negotiations, but on the added value of a role for the organisation.

The result is a system that allows you to objectively substantiate pay decisions, give employees clarity, and offer your organisation the flexibility to respond quickly to changing roles, new tasks, and the need for additional knowledge and skills.

A good job classification requires more than a scoring model. It requires an objective methodology, buy-in, and a clear link to your pay policy.

objectively classify roles

We group roles together based on their content, responsibilities, complexity, and added value. This creates a logical and consistent division into salary grades.

validate in practice

We test the classification against existing and future roles. Exceptions and edge cases are also taken into account.

anchor in your organisation

A good job classification evolves along with you. That is why we provide clear guidelines to correctly grade new roles and keep the classification up to date.

neutral perspective
- Anyone working within the organisation might unconsciously evaluate roles based on existing structures, historical agreements, or individual perceptions.
- An external perspective helps evaluate roles based on objective criteria and job content.
alignment with the labour market
- A classification model must not only be consistent within your organisation, but also align with the reality of the labour market.
- Thanks to our broad market knowledge and experience with job classification, we help you build a model that is substantiated both internally and externally.
tailored job framework
- A broad classification focuses on competencies and offers flexibility; a narrower classification provides employees with clear career paths, but requires more maintenance.
- We help you make a conscious choice about which model best fits your organisation and ambitions.
integrated approach
- For us, job classification never stands on its own. We structure the model so that it seamlessly connects to your broader compensation and organisational model, ensuring that classification, remuneration, and governance form a single unified whole.

similar roles receive different pay

Employees do not understand why comparable roles are rewarded differently.

new roles do not fit anywhere

Due to digitalisation and growth, roles emerge that no longer align with existing salary grades.

managers make different pay decisions

Each manager uses their own criteria to evaluate roles or salaries.

social partners ask critical questions

Pay differences must be objectively substantiated.

or a different challenge?

our reward consultants are happy to find the right solution.

what is job classification?

Job classification is the process where roles with comparable value are grouped into salary grades or job families. It helps organisations build an objective and consistent salary structure where pay differences are based on content, responsibilities, and impact of roles.
what is the difference between job evaluation and job classification?

Job evaluation determines the relative value of a role based on factors such as responsibilities, complexity, knowledge, and impact. Job classification uses the results of that job evaluation to place roles with comparable value into salary grades or job families.
why is job classification important for a pay policy?

Job classification provides an objective basis for compensation decisions. By grouping roles according to fixed criteria, organisations can better substantiate pay differences, maintain internal equity, and communicate more transparently about remuneration.
how does job classification contribute to pay transparency?

Job classification clarifies why roles are placed in a specific salary grade. As a result, organisations can better explain pay differences and give employees more insight into the criteria behind compensation decisions.
how does a job classification project work?

A job classification project usually consists of three steps: analyzing and objectively evaluating roles, grouping roles of comparable value into salary grades, and validating and implementing the classification model within the organisation.
what is the difference between job classification and salary benchmarking?

Job classification determines how roles are grouped internally based on their value to the organisation. Salary benchmarking then compares the remuneration of those roles against internal equity and external market positioning to support a competitive pay policy.

contact us

together, we’ll find the optimal solution for your business.

job classification: bring structure to your remuneration.