Job Evaluation
Establishing the defensible foundation for every pay decision in your organisation.
The Situation Clients Face
Managers have moved jobs into higher grades without formal evaluation. Salaries no longer correspond to job content. Some junior roles are paid more than the people supervising them. Employees see the inconsistencies clearly, and the ones with alternatives leave first. Each arbitrary decision creates a precedent that makes the next one harder to correct. Meanwhile, auditors ask questions that HR cannot answer, and unions challenge grade assignments with increasing sophistication.
Who This Is For
HR Directors, Reward and Compensation Managers, and Chief Executives, supported by boards, audit committees, and union negotiators who need a defensible basis for pay.
What Typically Prompts This Engagement
Organisations contact us for job evaluation when they recognise one or more of these situations:
What Changes After the Engagement
After the evaluation, every job has a documented grade based on systematic analysis of job content. Employees understand the basis for their positioning. Pay grievances reduce because decisions can be explained. HR regains the ability to make consistent offers, promotions, and adjustments. Boards and auditors receive the governance evidence they require.
Specific Outcomes
What the organisation receives
What changes operationally
How IPC Approaches This Work
We begin by sensitising all staff so employees understand what job evaluation is, what it is not, and what to expect. This step is not optional. Without it, evaluation produces anxiety rather than acceptance. Job descriptions are developed or updated using our automated system that guides managers through a structured completion process. Evaluation is conducted using the Paterson Decision-Band or Castellion Six-Factor methodology, selected based on the client's context and preference. A proprietary AI validation system cross-checks every human evaluation against benchmarks and methodology requirements. We do not adjust evaluations for political convenience. Independence is the foundation of the work's credibility.
Why IPC for This
IPC has practised the Paterson methodology for over two decades and has extensive Castellion experience. The firm has evaluated thousands of jobs across every sector in Zimbabwe. This depth of experience cannot be replicated quickly. Our AI-powered validation technology adds a layer of rigour that is unique in the region.
While IPC is domiciled in Zimbabwe and deeply versed in the Zimbabwean context, the firm has equally assisted clients across Africa, predominantly in southern Africa.
Related Services
Job evaluation establishes internal equity. It is typically followed by pay structuring to translate grades into usable pay ranges, and supported by salary surveys to anchor those ranges against the external market.
Discuss Job Evaluation for Your Organisation
Tell us about your situation. We will respond with an honest assessment of whether and how we can help.