Reward Logic | Job Evaluation

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The demo account allows you to review the full role evaluation process, understand how scoring is applied, and see the outputs the platform produces. It includes up to 2 role evaluations and access for 1 Super User, 1 Admin user, and 2 Manager or Evaluator users.

Job Evaluation Built For Pay Transparency

Reward Logic is an evidence-based job evaluation platform designed to help organisations build fair, consistent reward structures, and maintain an audit-ready record that supports equal pay work and emerging pay transparency requirements.

Transparent evaluation process with clear evidence capture.
Lower cost and faster delivery than consultancy-led programmes.
Role-based governance including approve or reject controls.
Independently reviewed and academically validated methodology.

Super User Dashboard

Super User Reward Logic Dashboard

Manager/Evaluator Dashboard

Manager/Evaluator Reward Logic Dashboard

Admin Dashboard

Admin Reward Logic Dashboard

Super User Dashboard

Super User Reward Logic Dashboard

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Role Size You Can Evidence and Defend

Reward Logic is built on the Role Demand, Contribution Index (RDCI), a structured job evaluation methodology with independent academic validation.

It separates what a role demands from what it contributes, quantifying role demand across five dimensions and role contribution across four dimensions to produce a transparent role size score mapped to consistent bands for levelling and pay decisions.

Every outcome is backed by an evidence trail of survey responses, scoring, and decision logic, making the results easier to calibrate, explain, and defend.

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Job Evaluation With Governance Built In

Reward Logic gives you a complete, end to end workflow for role evaluation, from role submission through structured evidence capture to Super User review and approval.

The platform standardises how evaluations are completed, locks role details once the survey begins, and creates an auditable record of answers, scoring, and decision rationale. The result is a repeatable evaluation baseline you can use confidently across functions, departments, and managers.

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See The Full Workflow In A Free Demo Account

Get hands on access to the platform and run real evaluations end to end. Your demo account includes 2 role evaluations, 1 Super User, 1 Admin user, and 2 Manager Evaluator users, so you can see the governance controls, approval workflow, and reporting process in practice.

Set up your organisation, create users, submit roles, and complete evaluations to understand exactly how Reward Logic builds a consistent evidence base for job evaluation and pay transparency work.

Blog

Exploring the Benefits of Workplace Reward Systems Demo

In today’s competitive business environment, establishing fair and transparent pay structures is essential. Organisations must ensure that their reward systems are equitable, compliant, and free from bias. This is particularly important for addressing pay gaps, including the gender pay gap, which remains a significant challenge across industries. A workplace reward systems demo offers a practical way to evaluate and understand how such systems can be implemented effectively.

Reward Logic's Job Evaluation Platform Dashboard

Introducing Reward Logic: The Transparent Job Evaluation Platform for Pay Equity Compliance in 2026

Reward Logic launches on 5 January 2026 to meet this need. This platform offers a transparent, role-based job evaluation system designed to help organisations strengthen internal pay equity and adapt to evolving pay transparency regulations. This post explains why a transparent job evaluation baseline is essential and how Reward Logic supports organisations through practical, structured features.

Building a Robust Pay Transparency Architecture That Satisfies Employees and Legal Standards

Pay transparency is often misunderstood as simply publishing salary bands. But if you want a pay transparency job architecture that holds up in an equal pay claim and makes sense to your employees, you need more than just numbers on a page. You need a clear, consistent way to size roles based on the job itself, not the person, and an evidence trail that explains why different roles and individuals receive different pay. This post will guide you through what a strong pay trans