Reward Logic is a job evaluation platform for organisations that need to explain and evidence their pay decisions. Consultancies can run it for their own clients. Organisations can also have their own version designed and prototyped.
All three are built on the Reward Logic platform.
For organisations evaluating their own roles
Evaluate roles with RDCI or a method designed for you, approve the results and receive reports automatically. Model your grade structure on the results and re-evaluate roles when they change.
For consultancies and reward advisers
Run the platform for your own clients under your brand. Use RDCI or design your own method, set each client up and work with them in one place.
For organisations that want their own software
Test your own job evaluation software before it is built. Your users help design a working prototype. The build price is fixed once you accept it.
Choose the method your roles are evaluated with, then build the grade structure your scores map into. Methods are tested on sample roles before they are published. Grade structures are checked against your evaluated roles before one is made active.
Use RDCI, Reward Logic’s set method. You can also have a method designed for your organisation from three structures: Demand Focused, Demand and Contribution or EU Pay Transparency Aligned.
Moving the G4 boundary down by one point changes the grade of 1 role.
Flag and review before the grade is confirmed, within 1 point.
Build up to ten grade structures on the roles you have evaluated, compare them and make one active.
Built for the whole evaluation cycle, from the first role submitted to the approved result and its reports.
Three, six or ten questions per dimension. The shortest takes about nine minutes per role.
Pick the role fields you collect and decide which are mandatory.
Add roles from an Excel template. Every row is checked before anything is added.
Summary and full PDF reports are produced as soon as an evaluation is approved.
Request a re-evaluation with a reason and see exactly which dimensions moved.
Manager/Evaluators see scores only in the reports. Super Users review, return and approve.
Every dimension score side by side, sortable and exportable to Excel.
Every change is recorded with who made it and when. Entries cannot be edited or deleted.
RDCI evaluates nine dimensions. Five measure what a role takes from the person doing it. Four measure what the role gives back to the organisation. Each is scored on its own defined scale.
“A conceptually robust and innovative approach to advancing job evaluation methodology. Its potential to enhance fairness and address gender pay gaps in organisational pay practices is particularly compelling.”
Every role follows the same steps. Each one is recorded.
Add the role details and any supporting documents, then assign an evaluator.
The evaluator answers structured questions about what the role demands and what it contributes.
A Super User reviews the outcome, returns it with comments if needed, then approves it.
Summary and full reports are produced automatically and kept with the role.
A demo account includes two free evaluations, with or without someone guiding you through them. There is no obligation to proceed.
