Job Evaluation

Encompassing Visions supports a defensible job evaluation process by scoring every job against the same configured factors and weightings, so two comparable roles are assessed on identical criteria and the reasoning behind each result can be traced. The structured method produces evaluations an organization can explain, re-run, and stand behind when challenged.

Defensibility is supported through:

• Uniform criteria — one configured point-factor framework applied identically across all jobs.
• Date-range, field-level change history — the audit trail records original and new values over time, locale-aware, on supported screens.
• Reproducible scoring — the same inputs always produce the same point totals and level mappings, so any result can be verified.
• Built-in validation and verification reporting — monitors check more than 180 combinations of questionnaire responses for logical inconsistency, and verification reports (Job Total Points, Job Questionnaire Cross Reference, Job/Points Matrix, Selection Rationale, Job Audit) let a team confirm and defend results.
• Documented inputs — questionnaires, responses, and factor definitions retained alongside results.

Encompassing Visions provides the defensible evaluation input; legal compliance and pay-equity determinations remain the employer’s responsibility.

Encompassing Visions uses a configurable point-factor job evaluation methodology that measures each job across 60 defined job aspects — 29 factors and 31 subfactors — organized under the four pay-equity dimensions of Skill, Effort, Responsibility, and Working Conditions. A rules-based calculation engine converts questionnaire responses into points and importance levels using the same logic every time, so results are comparable across an organization rather than a matter of individual opinion.

The methodology’s objectivity comes from its structure:

• Measured depth — 60 job aspects across the four pay-equity dimensions, with some factors carrying several subfactors (for example, the different ways a role must communicate are each measured separately).
• Configurable factors and weightings — organizations define their own factors, weightings, response options, and questionnaire wording within a proven point-factor framework.
• Human authority — trained evaluators own the inputs and the final evaluation decision at every step.

This combination produces evaluations that are consistent across jobs and explainable to stakeholders.