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Job classification is a qualitative, non-analytical method of job evaluation. It compares jobs to predefined class or level descriptions and assigns them to the classification that best fits.
Jobs are assessed across broad categories of tasks and responsibilities rather than individual factors. This approach is commonly used in:
Compensation surveys
Collective labour agreements
Shop or works council agreements
In non-analytical job classification, roles are matched to predefined level or grade descriptions.
To determine the appropriate level:
Grade definitions describe characteristics such as skills, decision-making, and responsibility — but only at a collective level
No separate analytical evaluation is conducted
The whole job is compared to the grade definitions
The job is then placed in the grade it most closely matches. Most compensation survey providers use a combination of:
Job classification structures
Detailed job family descriptions
to determine benchmark survey job matches.
Generalised grade definitions provide limited support for structured, detailed comparisons between individual jobs.
Key challenges include:
Difficulty fitting complex or hybrid roles into a single grade
Risk of over-complicated grade definitions
From a scientific perspective, extensional definitions are limiting, as they only reflect what was known or expected of jobs at the time they were written
In the UK and many other countries, only analytical job evaluation methods are accepted as a defence in equal pay claims.
In practice, however:
The distinction between analytical and non-analytical approaches is often unclear
Organisations with highly diverse job populations struggle with non-analytical structures
Analytical methods allow different combinations of factor levels to reach the same grade. Non-analytical structures are more rigid, making it difficult to:
Place roles that sit between levels
Evaluate jobs that span multiple levels of responsibility
The gradar compensation survey rosetta stone helps organisations compare gradar grades with:
Job classification and levelling systems from multiple survey vendors
National labour agreements
This overview simplifies survey participation and forms the foundation of gradar’s compensation benchmarking features.
gradar is an analytical, point-factor job grading system designed for modern organisational needs.
Built around:
Agility
Transparency
Fairness
Ease of use
gradar provides a future-proof set of factors and career paths to support consistent, equitable job grading.
Compare ranking, classification, point-factor & grading - find the right approach.
Define grades, career paths & job families for a fair, transparent organization.
