Reward Logic Systems helps you evaluate and level job roles quickly and objectively. Our logic-driven approach ensures fair, data-backed results for all your positions – without the hassle of traditional manual evaluations. Ensure equity and consistency in your compensation decisions with a solution designed for modern HR needs.Get a Free Job Evaluation – Have one of your roles evaluated at no cost, or request an example report to see our insights in action. Scroll down to our contact form

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About Our Solution

Why Our Method Is Different

Many job evaluation systems can be hard to explain and slow to deliver. Ours is built for clarity, speed, and legal alignment.
Simple to understand and explain. Results are written in plain language. Each score has a short justification that cites the job description and the survey response that triggered it. HR can walk an employee through the result in minutes. In pay conversations the chain from evidence to score to decision stays visible and calm.

Quick when time matters

Before platform launch, reports are prepared manually in about 60 minutes. Same day delivery in most cases. After launch, the self-serve flow produces a detailed five-page report in about 20 minutes. No scheduling. No waiting. You receive a complete breakdown with scores, short narratives, and next steps. You do not just get a single number. You get a report you can use the same day.

Legally aligned by design

The method follows principles used in modern equal pay and gender pay frameworks. It is objective, transparent, consistent, role focused, and auditable. It evaluates the role, not the person. Each judgment is recorded so the rationale is reviewable. This supports defensibility in pay reviews. It is not legal advice, but it is designed to meet practical compliance needs.

Demand and contribution split

We measure demands and contribution as two separate constructs. That keeps two different questions clear.
Demands show what it takes to perform the job. We summarise time pressure and context switching, thinking load and novelty of problems, people intensity and emotional labour, practical risk if things go wrong, and how clear or ambiguous the information is. HR uses demand scores to set internal equity, plan progression, manage workload and health risks, and spot role drift early.Demand explains fairness to the person doing the work.Contribution shows what the job gives back to the organisation. We summarise scope of value created, sophistication of outputs, who and what is affected, and the real span of decision rights. Leaders use contribution scores for market benchmarking, organisation design, pay positioning, and investment choices.Contribution explains how the role drives enterprise value.Use the two scores separately to avoid bad trade-offs. Hard work does not always equal high business value. High business value does not always mean the work is demanding. Separation makes cases clear and defensible. HR runs pay progression, title alignment, and workload balance from demand. Leaders set market position, structure spans of control, and prioritise hiring from contribution.

How it reduces structural bias and surfaces overlooked demands

Bias can enter through many small choices. It can appear in what gets measured, how factors are weighted, which evidence is accepted, or which roles are seen as close to revenue or leadership. It can also appear in calibration habits that reward visibility and presentation time more than invisible coordination and recovery work.Our method tackles this in two ways. First, it separates demand from contribution so hierarchy signals do not dominate every decision. Authority or budget size can inform contribution, but they do not automatically raise demand, and they are not the only contribution signals. Second, the demand model makes hidden effort explicit. It measures relational conflict handling, emotional labour with clients and stakeholders, frequent context switching, invisible coordination across teams, and service recovery. These demands are often under counted in legacy approaches and are often carried more regularly or at higher intensity by women in many organisations. By scoring them directly, the method exposes where effort sits so pay discussions can recognise it.This is not a claim that other methods only focus on headcount or budget. Many are sophisticated. The issue is cumulative. Small design choices and local practices can tilt outcomes over time. Clear constructs, explicit scoring, and written justifications reduce that tilt.

What the five-page report contains

1. Executive summary with key scores and plain English findings.2. Demands section with scores, concise justifications, and cited evidence.3. Contribution section with scores, concise justifications, and cited evidence.4. Integrated role size index with banding.

Results you can expect

Faster decisions with less friction. Clearer employee conversations. Stronger audit trails. Clean links to market data through contribution and fairer internal equity through demand. The method scales across functions and countries because the logic is explicit and repeatable.If you want to see it in action, request a sample report now. Manual reports take about an hour before launch. After launch, self-serve reports take about 20 minutes.The reports let organisations make decision informed by the demands and contribution expectations associated with the role like pay alignment, levelling, and market pricing steps.

Pricing & Early Adopter Offer

We’re currently offering manual job evaluation reports as part of our early rollout:

All early adopter clients will receive the same level of detailed, manual analysis. Lock in these rates now – after the platform launch, pricing may be revised. If you have any questions about pricing or packages, please contact us.

Sample Reports & Resources

See the quality and depth of our work for yourself. We’ve prepared an example report to help you understand our deliverables and methodology:Sample Job Evaluation Report (PDF): An example report for a sample role, showing our evaluation format, scoring, and recommendations. Use this to gauge the detail and insights you can expect. Images below, contact us for a copy.

Contact Us – Get Your Free Evaluation

Ready to see Reward Logic Job Evaluation Methodologies in action? We’re happy to help! Fill out the form below to request a free job evaluation for one of your roles.

You can also reach out directly at [email protected] we’ll be glad to discuss your needs.