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The Role Demand–Contribution Index (RDCI) measures roles across nine dimensions, separating job demands from organisational contribution.
The Reward Logic Platform automates this process, producing transparent, audit-ready evaluations that support fair pay, compliance, and consistent role comparison in under 20 minutes.
Expert View
“The RDCI presents 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.”
Professor Stephen J. Perkins author of "Reward Management"
Professor Stephen J. Perkins, co-author of Reward Management, described the Role Demand-Contribution Index:
“The RDCI presents 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.”
Role Demand-Contribution Index (RDCI) - Dimensions of Job Demand and Contribution
Demand Dimensions
Cognitive Variability
Measures the mental range and adaptability required. High scores mean frequent switching between different problems, perspectives, or complex information.
Temporal Intensity
Assesses pace, urgency, and simultaneous demands. High scores show sustained time pressure or frequent real-time decision-making.
Relational Complexity
Captures the difficulty of managing relationships, emotions, and conflicts. High scores mean wide stakeholder networks or high emotional labour.
Consequence Density
Evaluates the seriousness and frequency of decisions or errors. High scores reflect roles where mistakes have major financial, safety, or reputational impact.
Asymmetric Clarity
Measures how often the role operates amid ambiguity or incomplete data. High scores show frequent judgment under uncertainty.
Contribution Dimensions
Value Creation Scope
Describes the breadth of value delivered. High scores indicate influence beyond one team, shaping wider strategy or systems.
Output Complexity
Assesses how sophisticated or novel deliverables are. High scores mean multi-layered, integrated, or innovative outputs.
Impact Reach
Examines who or what is affected by the role’s work. High scores show influence across departments, regions, or external markets.
Accountability Span
Measures decision authority and ownership of outcomes. High scores reflect responsibility for major budgets, risks, or people.
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