EU Job Architecture and Equal Value Work Kit

Build a job structure based on objective criteria. The guide explains equal value, the point-factor scorer turns four criteria into a grade, and the equal-value groups and pay documentation support the worker information right.

Four pieces for evaluating and grading roles

A guide explaining equal value, a workbook for scoring roles, a one-page Quick Reference, and a two-page orientation. Use them together to evaluate each role.

• EU Job Architecture and Equal Value Work Kit, the guide. Explains equal work and work of equal value, the four objective criteria of skills, effort, responsibility, and working conditions, and a step-by-step method for evaluating and grouping roles. Covers the difference between job factors and person factors, with a comparison worksheet and manager validation questions. Includes a PDF to read and an editable Word version with templates to complete.
• EU Job Architecture and Equal Value Work Workbook. Eight tabs: a framework reference and a scoring guide where you set your factor weights, a Role Evaluation point-factor scorer that reads off a grade, Equal Value Groups, Pay by Equal-Value Group with the 5% flag, Pay Criteria Documentation, and an action log. It opens on a worked example and works in Excel or Google Sheets.
• Start Here. Two pages explaining what each piece does and the order to use them.
• Quick Reference (PDF). The whole workbook on one page, including what each tab is for, what you enter, and how to read the result.

How to evaluate and group roles

Describe each role, score it against the four criteria, group roles by equal value, and document the pay basis. Counsel determines whether two roles are of equal value under the law.

• Describe each role. Complete a Role Profile for every role in the editable Word guide, working with the managers responsible for the work. Base the evaluation on what the role demands in practice, rather than its title or the person holding the position.
• Calculate job grades. Set your factor weights on the Scoring Guide, then score each role on the Role Evaluation tab to calculate its grade.
• Compare roles and pay. Group roles of equal value on Equal Value Groups, review pay on Pay by Equal-Value Group, and record any gap of 5% or more on the Action Log.
• Document the basis. Record the objective criteria behind each pay decision on Pay Criteria Documentation, and use the comparison worksheet and the manager validation questions as you go.

Who it is built for

Built for

• A reward or HR lead establishing job grades using objective criteria in preparation for pay-gap reporting and equal-pay requirements.
• An employer preparing to answer a worker pay-information request by defining the equal-value comparison groups first.
• A multi-country team standardizing how roles are evaluated, so pay differences rest on the work rather than on history or negotiation.

If you are looking for

• For the broader readiness framework, the EU Pay Transparency Readiness Toolkit covers all seven workstreams and runs the pay-gap review.
• The complete EU line in one purchase. The Global Employer EU Readiness Bundle packages this kit with the toolkit, the posting pack, the request tracker, and the HR AI risk checklist.

Before you buy

What format are the files and can I edit them?

One guide as a PDF and an editable Word version with the templates, one Excel workbook, a Start Here PDF, and a one-page Quick Reference PDF. The workbook works in Excel or Google Sheets. The Word and Excel files are editable.

What are the four criteria?

The Directive sets pay on objective, gender-neutral criteria: skills, effort, responsibility, and working conditions. The scorer turns those four into a grade, and the same criteria are what let you justify a pay difference if one is questioned.

How does this connect to a pay-information request?

A worker may ask for average pay levels, split by sex, for the group doing the same work or work of equal value. This kit helps you define and document those equal-value groups. The EU Employee Pay Information Request Tracker then logs and answers requests against the two-month window.

What happens as national laws arrive?

The four criteria are set by the Directive and stable across member states; the Directive sets the reporting thresholds and the joint-assessment trigger, and the national detail is still arriving. Each file shows its review date, so check it and confirm the country detail with local counsel.

What is the refund policy?

Digital products are covered by a 30-day money-back guarantee. To request a refund, email support@truestephr.com or reply to your receipt within 30 days of purchase.

What happens after I buy?

Your download link appears immediately after checkout. Your receipt arrives by email with the same link. Open the Start Here page first for the recommended order. For setup questions, email support@truestephr.com.

How the download works

Your files arrive as a single ZIP download, best opened on a computer. Save it, extract it (right-click and select Extract All on Windows, or double-click on a Mac), then open the Start Here file first. PDFs open in any reader, and editable files work in Microsoft Word and Excel or free equivalents, including LibreOffice, Google Docs, and Google Sheets. No other software is needed. Step-by-step help for every device is at truestephr.com/pages/download-help.

Scope

These working tools and editable templates help you run a clear, consistent, and defensible HR process. Rules vary by jurisdiction and change over time, so adapt each template to the facts of your situation to avoid unintended legal exposure. Have qualified counsel review your policies, notices, and individual decisions against applicable law before you act. General HR information, not legal advice.