A transparent methodology built around how roles actually work
Reward Logic uses a structured job evaluation methodology that separates role demand from role contribution.
Role Demand
Role demand captures what it is like to do the job, including cognitive complexity, time pressure, relational load, decision risk and ambiguity.
Role Contribution
Role contribution captures what the role delivers to the organisation, including scope of value, reach of impact and accountability.
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. From my reading, the RDCI framework addresses key limitations of traditional job evaluation by making invisible, gendered work visible and auditable.
Each dimension is scored independently using defined scales
There is no averaging, no hidden weighting and no automatic uplift.
The methodology has been independently reviewed and aligns with legal definitions of job evaluation.
See the methodology in action
Request a demo to see how Reward Logic creates transparent, defensible job evaluations for your organisation.