At NPKtools, we are experiencing a renewed interest in Job Evaluation. Some HR leaders are rediscovering that accurate job classification is fundamental to rational compensation planning-and often to regulatory compliance.

 


Job Evaluation Your Way

Do your salary structures generate salaries consistent with the real value of work to the company? Moreover, are you valuing work in a manner that is consistent with company values and culture?

The Job Evaluation module of CompXpert can help you ensure that your job classification system supports company equity goals. It enables you to produce a totally transparent, legally defensible system in compliance with any regulatory or statutory job classification requirement.
CompXpert easily adapts to any organizational structure and can manage multiple pay structures.

  • Customize the workflow to your situation
  • Rate both benchmark and non-benchmark jobs
  • Flexible to provide direct factor comparison or questionnaire approach
  • Retains all current and inactive evaluations
  • Incorporates an evaluation calculator that displays component factor scores, grades, and user-specified measures while evaluating a job
  • Create custom queries and save them for future Reports
  • Cross-check data for consistency and validity

With CompXpert from NPKtools, you are not tied to any particular methodology. Out of the box, CompXpert supports any point/factor job evaluation method. Essentially, any evaluation methodology that can be implemented with a spreadsheet can be implemented with CompXpert.

Feels like Excel…

For those accustomed to working with Excel, CompXpert will feel very comfortable. All the analytical tools you are accustomed to are there at your fingertips: Filter, sort, lookup, and the rest. What’s missing is the “oops” factor—that ever-present danger when working with spreadsheets that you could lose your work–or worse, your data.

…but so much more

In CompXpert, your company data is stored in an industrial strength database. Multiple users can be using data at the same time. Get info from people who know the jobs best. Control access by dept or function. Compare evals across business units or any organizational function to ensure hierarchy and consistency. This might be an analyst preparing a survey submission, an HR manager creating a custom report, and a line manager contributing factor ratings. All access is governed by highly granular, rules-based security that you control.