Why evaluating all roles matters when implementing a job evaluation scheme

Written by Suzanne Daley / 24th March 2025

Implementing a new job evaluation tool might feel overwhelming. You might worry that evaluating all roles will take too much time or effort, and it may be tempting to only assess a handful of them. However, evaluating every role is essential to unlock the full benefits of job evaluation and build a truly fair, transparent, and effective framework for your organization.

Here’s why evaluating all roles, from entry-level positions to executive leadership, is the cornerstone of a successful job evaluation scheme:

Fairness, equity, and trust

Every role contributes to your organisation’s success in some way, whether directly or indirectly. By evaluating all roles, you ensure:

Equity in pay: Employees are compensated based on the demands and responsibilities of their roles, not just their perceived importance.
Inclusivity: Staff at every level feel valued and recognised for their work.
Trust: Employees are more likely to trust the system when they see all roles being evaluated fairly and objectively.
Transparency: Open evaluation processes reduce the risk of grievances related to pay or grading.

Consistency in pay structures

Evaluating only some roles can create gaps and inconsistencies in your pay and grading structures. This can lead to:

Pay discrepancies: Employees in similar roles may receive different compensation without clear justification.
Misalignment: Departments might have grading inconsistencies, causing confusion and dissatisfaction.

By evaluating every role, you ensure alignment within a single framework, promoting consistency across the organisation.

Legal compliance

A job evaluation scheme helps demonstrate that you’re providing equal pay for equal work, meeting the requirements of the Equality Act. But evaluating only some roles leaves you vulnerable to legal challenges related to pay inequality or discrimination. This is why the Equality and Human Rights Commission advises that a job evaluation scheme must be fully completed across the organisation.

Strategic workforce planning

A thorough evaluation process provides valuable data for strategic decision-making. Evaluating all roles enables you to:

Identify skill gaps and areas for development.
Support the creation of career pathways.
Facilitate the development of job families.
Align roles with your organisation’s long-term goals and objectives.

Maintaining the integrity of the framework

Job evaluation frameworks are designed to offer a holistic and consistent approach. If only some roles are evaluated, the framework’s integrity is compromised, and its benefits, such as transparency, equity, and alignment, cannot be fully realised.

The bigger picture

Evaluating all roles isn’t just about legal compliance or avoiding pay disputes. It’s about building a workplace culture rooted in fairness, trust, and recognition. By valuing every role and applying a consistent methodology, you create an environment where everyone feels respected and aligned with organisational goals.

Overcoming common concerns

If you’re thinking about implementing HERA or FEDRA and feel concerned about the level of effort required to evaluate all roles, rest assured that help is available:

Consultancy: ECC consultants provide expert guidance and hands-on support throughout the implementation process. We can even support with job evaluations if you don’t have the resources to complete this in house.
Training and support: ECC offers comprehensive training to evaluators, ensuring they can apply the framework effectively and efficiently.
Digital tools: The ECC Online platform streamlines data collection, scoring, and reporting, reducing administrative burdens.