JOB EVALUATION
An organizational design that allows value creation
In these fast-paced times, the development of an organization requires a design that is flexible enough to adapt to a rapidly changing environment. The organizational model needs to manage risk appropriately and fully exploit all opportunities.
About Valpeo Job Evaluation
Is your organizational design dynamic and responsive enough and able to facilitate rapid changes?
Valpeo Job Evaluation helps you to define and map roles by going beyond tasks and responsibilities. We do this by looking at the level of complexity each role in your organization should manage in order to reach your goals. The methodology behind our approach helps you to not only design and weigh roles, but also to gain a better insight into the added value of each role. With this approach, people, organizations, and strategy are all measured by the same standards; how much complexity needs to be handled and how much value each element adds. By doing so, value destruction is eliminated and human potential maximized. This helps you establish a high-performance organizational culture with clear role accountabilities. We also provide a foundation for a remuneration policy according to responsibilities and make a felt fair pay approach possible. This supports you in increasing fairness and equity when building a reward policy. We help you to build a framework for your talent management and help build an organizational design that maximizes empowerment.
Key features
A felt fair remuneration policy made possible
The ability to build an empowered organization
Create more awareness about complexity and added value of each role
See people and organizations as 2 sides of the same coin
Make organizational inefficiencies visible
Based on Levels of Work Theory, developed by Elliott Jaques
Obtain a transparent organizational chart
Average completion time per participant
Available in English, Spanish, French, German, and Dutch
Science behind the product
Method by Elliott Jacques
Our method is based on research by Elliott Jacques, he noticed that workers at different levels of the Our method is based on research by Elliott Jacques, he noticed that workers at different levels of the company had different time horizons. He defined work as goal-directed behavior and organizations as systems that are built up by distinguished layers of complexity. He was also a pioneer in defining the interaction and the fit between the complexity of a position, role or organization, and the mental processing capability of an individual.
His research allowed to build a job evaluation system that supports the purpose of building an empowered organization where value destruction is eliminated and where value creation is organized in the most efficient and effective way.

Jaques' breakthrough was the discovery that a person's capability to perform complex tasks is a lifelong evolution. He defines this as 'mental processing capability', or the ability of people to handle complexity in decision-making. Managing complexity can be understood as the attempt to find patterns in order to make complexity easier to handle.

This is an indication of the extent to which a person is cognitively able to solve problems or add value at a certain level of complexity. As a role's complexity increases, mental processing capability gains importance for the simple reason that the unknown cannot be solved with what is known, but rather with what one is able to become consciously aware of.
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