Job Evaluation Implementation

Delivering a consistent job evaluation approach across approximately 50,000 employees required detailed evaluation activity alongside careful stakeholder management and governance alignment.

All roles to N-3 level were fully evaluated, with outline evaluations completed for the remaining population. The programme also secured Board-level agreement on the methodology and established a clear governance framework for the recording, maintenance and ongoing review of evaluated roles.

An early decision was taken to individually evaluate roles to N-3 level, with only limited use of slotting. This enabled more detailed discussions with senior leaders and helped develop a shared understanding of organisational accountabilities, role scope and the principles underpinning the evaluation methodology.

One of the main challenges Merities Consulting experienced throughout the programme was sustaining progress across a geographically dispersed leadership population with limited availability. The implementation approach therefore combined technical evaluation activity with continuous stakeholder engagement and governance discussions to support consistency, transparency and timely decision-making.

The programme highlighted the value of investing time early in stakeholder understanding, particularly at senior leadership level. In large and complex organisations, job evaluation can quickly be interpreted as an assessment of individuals rather than roles. Establishing a clear understanding of the purpose of the framework, the methodology being applied and how outcomes will be used helped reduce resistance, improve the quality and consistency of input, and build confidence in the process over time.