Remuneration & Reward

Internal Equity

Job Profiling

job profiles

A Job Profile provides an accurate, realistic, current picture of the details and outputs of a particular job.

  • Job title
  • Job purpose/job location
  • Ideal qualifications
  • Performance criteria
  • Supervisory relationships
  • Authority levels
  • Inter-relationships with other jobs in the same area
  • Relevant experience and competencies
  • Special working conditions
Organisation’s can ensure that their employees have a clear picture of the organisation’s standards, expectations and reporting structure.
The individual can clearly see what their roles and responsibilities are, making it easier for them to to measure their growth, define their career path and understand how their job relates to other jobs in the organisation.
Profiles should be reviewed annually so that the jobs can be accurately benchmarked in the external market.

Related Training Courses

Job Profile writing training
Rem for HR

How can we help you?

We can assist you:

  • by conducting interviews and writing job profiles for every job in your organisation,
  • by reviewing and updating existing job profiles through an interview process,
  • by training you in the process of job profiling, so that you keep the skill within your organisation,
  • by offering you a web-based job profiling system to facilitate management on an ongoing basis.

Job Evaluation

JEasy logo

Jobs are evaluated systematically and objectively in relation to other jobs in the organisation – without regard for personality, performance or any other personal factor.

An equitable hierarchy of jobs provides a sound basis for effective organisational structures.

Related Training Course

Paterson Job Evaluation training course

How can we help you?

We can assist you:

  • With the evaluation of jobs in your organisation,
  • With the formation of your job evaluation committee,
  • With the evaluation all the jobs in your organisation using existing job profiles,
  • With the correlation of your existing job grades to any job evaluation methodology,
  • By training you in the process of job evaluation, so that you keep the skill within your organisation.

Executive Grading


21st Century has designed an executive grading system that specifically caters for the complexities of executive positions within the broader business environment.

It is a fast, efficient, low-cost and accurate executive measurement tool that uses the the company’s strategic level, size (accountability) and complexity to establish executive grades.

The system takes into account the span of control and degree of freedom of each role that is evaluated.

How can we help you?

We can assist you:

  • Get an instant overall view of your company’s reward structure, based on accurate current data and research,
  • Compare your current reward structures against real market data from a combination of different surveys,
  • Balance your reward budget and meet your financial obligations,
  • Create consistent salary review processes (across teams and skill areas) by using reward reviews,
  • Build and review comprehensive total reward profiles,
  • Create a competitive and flexible reward strategy that links performance to reward,
  • Create total reward packages and action plans for individuals or target groups,
  • Regularly monitor internal equity and the overall effectiveness of your reward policies by using the integrated reporting function,
  • Reduce administration costs. Workflows are automated and scenario planning is integrated to analyse and adjust all reward components, with data roll-up enabled throughout the organisation,

Employment Equity: Equal Pay for Work of Equal Value

Equal Pay legislation

It is essential to have an overview of equality within an organisation.

All organisations are required by law to have a system in place that remunerates work equally – or differentiates fairly – for work of equal value.

  • Fair recruitment, selection and appointment,
  • A defensible system of Job Evaluation,
  • Defensible pay scales and mid-point differentials,
  • Periodic monitoring that there are no indefensible differences in remuneration and terms and conditions of employment between gender, race, disability, pregnancy or any other prohibited or arbitrary ground,
  • Making adjustments towards achieving equity as required.
When there is unequal remuneration and/or terms and conditions of employment, the Act and Regulations considers fair discrimination (within the same employer) for the following:

  • Same work as another employee,
  • If work is identical,
  • If work is interchangeable,
  • If work is substantially the same or sufficiently similar to be reasonably considered as similar,
  • If work is of the same value of another employee in a different job.

Related Training Course

TEE training course

How can we help you?

We can assist you:

  • By reviewing your current Remuneration practices,
  • By interviewing staff (where appropriate) who are involved in areas of Remuneration (employees who determine or administer Remuneration, and/or line management),
  • By preparing and presenting a written audit report which is confidential and would only be presented to agreed employees,
  • By recommending best fit solutions for areas needing improvement, taking market best practice into account.

Remuneration Audits

equipay logo

A Remuneration audit reports provides an independent and focused understanding of an organisation’s current practice and policies, identifying practices that need to be investigated to comply with employment equity legislation.

How can we help you?

  • Review – we can review your company to see whether or not there is any inequality present,
  • Audit – we can audit your company (using the most common factors) to measure the extent and the specifics of any inequality that may exist and we can recommend short and long term solutions,
  • Customised – we can customise a solution for any scenarios that may apply exclusively to your organisation, or to people within your organisation.