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Platform Overview
The platform digitises the full job evaluation process so organisations can evaluate, compare, and maintain all roles in one secure system. HR teams upload job details and assign questionnaires to line managers. In about 20 minutes per role, the system generates a detailed seven-page Job Evaluation Report that records every demand and contribution score under the Role Demand–Contribution Index (RDCI) method.
Each report includes independent scoring across nine dimensions of Job Demand and four dimensions of Job Contribution, ensuring consistency and auditability. The resulting RDCI score positions every role within a 25-band structure covering the full non-executive range (10–80).
Because every step is standardised, results are legally defensible, replicable, and directly aligned with the Equality Act 2010. The platform replaces subjective evaluation meetings and spreadsheets with a unified, automated process, reducing cost and time while improving fairness and compliance.
Step 1 – Job Submission
HR users upload a role with its title, salary, and job description into their role library. Each role is stored as a record for future evaluation and tracking.
Step 2 – Survey Assignment
The HR user assigns a structured 75-question survey to the relevant line manager. The questions capture the role’s cognitive, relational, temporal, and accountability demands in a consistent, evidence-based format.
Step 3 – Completion and Scoring
Line managers complete the survey in about 20 minutes. The platform automatically calculates the Demand and Contribution scores using the RDCI formula (Demand × 1.14 + Contribution).
Step 4 – Report Generation
The system generates a detailed seven-page Job Evaluation Report. It includes all dimension scores, audit notes, and justifications. Reports are stored in the organisation’s report library and can be exported.