This method often considers 11 to 28 factors that define the level of expertise, importance and need of a specific job. For example, knowledge and skills might be one factor important to a company.

There are alternatives to the ranking method of job evaluation, Workology points out. The point factor approach assigns points to various skills; the more points a job generates, the more pay it's ...

Common job evaluation methods ... Points-based system: This method establishes a score for each role based on a number of common factors, ... For example, those in the public sector might look at the ...

While every job evaluation method has its merits, HR leaders seeking a fair approach to compensation planning may find the Point Factor method most useful. This method stands out for its ...