Framework
A method for comparing roles on the same basis.
The method
Four steps from criteria to levels
The base plate: dimensions
The framework starts from four fixed dimensions: competence, effort and complexity, responsibility and impact, and working conditions. They give every evaluation the same objective, gender-neutral basis.
The criteria library
From the library you choose 6 to 8 of 22 criteria, with suggestions for your industry. That way you bring out what your organisation actually values, whatever the sector or structure.
Weighting inside a fixed budget
Each criterion gets 1 to 5 weight points inside a budget of three points per criterion, so the criteria are weighed against each other rather than against a generic template. The model is approved against ten checks before it is used.
Role evaluation and levels
Each role is rated one criterion at a time, and its level is shown only once the role is fully evaluated. The model computes the level from the weighting, and it cannot be changed by hand.
Job architecture
The levels become your job architecture
blueprnt builds the job architecture and the level structure for you. Roles on the same level can be compared whatever their title or department, which is the basis for the analysis of work of equal value.
A shared basis for understanding pay differences
When roles are evaluated consistently, it becomes clearer which jobs are equal or of equal value. That gives a more accurate basis for analysing pay differences and deciding which questions need further investigation.
Guided at every step
The whole process guides the user step by step. The evaluations become transparent and explainable, and easy to follow for HR, managers and employee representatives alike.
From comparable roles to a pay mapping that holds.
See how the comparisons, explanations and actions connect when the pay mapping is built on the framework.
Or email us at hello@blueprnt.se