JESAP: A 15-Factor Point-Based Job Evaluation Framework
Evaluate roles across 15 documented factors, compare job requirements consistently, and keep a clear scoring record for grade decisions.
The Standard Every Job Evaluation Framework Is Judged Against.
A structured job evaluation framework should use objective criteria, distinguish meaningful dimensions of job value, and preserve a scoring record that can be reviewed later. JESAP combines detailed factor definitions with versioned evaluation records so teams can explain how a grade was reached.
Independent Factor Coverage
Degree Granularity
Scoring Record and Review History
Four Categories. Fifteen Factors. No Dimension Left Unscored.
JESAP organizes its 15 compensable factors into four categories covering distinct dimensions of job value. This structure supports objective, documented evaluation across skills, effort, responsibility, working conditions, and related role requirements.
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Knowledge and Skill Requirements
Contacts and Human Relations
Responsibilities
Efforts
From 15 Factor Scores to a Grade - How the Points System Works.
JESAP scores 15 documented factors, totals the selected degree points, and compares the result with your configured grade structure. Teams review the scoring record before confirming the grade.
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Score Each Factor
Select a degree for each factor based on the role's documented requirements. Each selection contributes points to the evaluation total.
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Sum the Degree Points
JESAP totals the points across all 15 factors so teams can compare roles using the same documented scoring approach.
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Map the Total to a Grade Band
Compare the total with your organization's configured grade bands to identify the appropriate grade for review.
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Version and Store the Record
Keep factor selections, evaluator details, dates, and version history together so teams can revisit and explain earlier evaluations.
When Organizations Choose JESAP
JESAP is a fit for teams that need a more structured way to evaluate roles, explain grade decisions, and keep the scoring process in-house.
Organizations Strengthening Pay-Equity Review
Use documented factor scores and review history to support consistent internal grade reviews and pay-equity analysis.
Organizations Replacing a Consultant-Dependent Methodology
Run structured job evaluations in-house with documented factor definitions and guided scoring in JESAP Studio.
Organizations Building a Compensation Structure for the First Time
Create a repeatable job-evaluation foundation that can connect grade decisions with market benchmarking and compensation planning.
JESAP Job Evaluation Framework -
Frequently Asked Questions
JESAP is a point-factor job evaluation framework that scores every role across 15 independently defined compensable factors organized into four categories: Knowledge and Skills, Contacts and Human Relations, Responsibilities, and Working Conditions. The sum of all factor degree scores produces a JESAP total that maps to a grade band.
JESAP has 15 factors across four categories. Knowledge and Skill Requirements: 6 factors covering general and management experience, education, initiative and ingenuity, mental demand, and analytical ability and problem solving. Responsibilities: 4 factors covering responsibility for the work of others, funds and property, accuracy, and accountability for end results. Contacts and Human Relations: 2 factors covering contacts with the public and employees. Efforts: 3 factors covering machine and computer operations, working conditions and hazards, and physical demands.
The EU Pay Transparency Directive says assessments of work of equal value should use objective, gender-neutral criteria including skills, effort, responsibility, and working conditions. JESAP's 15-factor structure evaluates these dimensions separately and keeps a documented scoring record. That can support an organization's pay-transparency process, but compliance depends on how the framework is implemented and on applicable national law.
No. JESAP is designed for independent operation by HR and compensation teams. Factor descriptions and degree definitions are documented and accessible in JESAP Studio. The evaluator selects degrees from a documented scale with contextual definitions visible in the interface. No certified evaluator or consultant engagement is required to run evaluations.
JESAP evaluates jobs using 15 defined compensable factors and assigns points based on documented degree levels. Whole-job ranking compares jobs as a whole and places them in order using broader judgment, without a factor-by-factor score. JESAP therefore provides a more explicit, reviewable scoring basis for grade placement.
A Job Evaluation Framework That Holds Up When It Has to.
JESAP is designed to help teams explain how a grade was reached when a decision is reviewed or challenged. Fifteen independently scored factors, documented degree definitions, retained evaluation records, and versioned grade structures provide a clear basis for later review.
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