{"id":4153,"date":"2026-07-08T14:40:08","date_gmt":"2026-07-08T12:40:08","guid":{"rendered":"https:\/\/www.krestonslovakia.com\/metodika-hodnotenia-a-klasifikacie-pracovnych-miest\/"},"modified":"2026-07-08T14:47:59","modified_gmt":"2026-07-08T12:47:59","slug":"metodika-hodnotenia-a-klasifikacie-pracovnych-miest","status":"publish","type":"post","link":"https:\/\/www.krestonslovakia.com\/en\/metodika-hodnotenia-a-klasifikacie-pracovnych-miest\/","title":{"rendered":"Job Evaluation and Classification Methodology"},"content":{"rendered":"<p class=\"PDq2pG_selectionAnchorContainer\" data-section-id=\"1gv1g3t\" data-start=\"119\" data-end=\"229\"><em>How to Objectively and Gender-Neutrally Assess the Value of Individual Positions Under Act No. 76\/2026 Coll.<\/em><\/p>\n<h4 data-section-id=\"hnp0tu\" data-start=\"231\" data-end=\"277\">1. Purpose and Principles of Job Evaluation<\/h4>\n<p data-start=\"279\" data-end=\"785\">The purpose of <strong data-start=\"294\" data-end=\"312\">job evaluation<\/strong> is to assess the characteristics of positions within an organisation based on common objective, non-discriminatory and gender-neutral criteria and to determine their relative value. The assessment focuses exclusively on the position itself, not on the individual performing the work. The objective is not to standardise remuneration across all positions, but rather to ensure that any differences in remuneration are justified by objective and non-discriminatory criteria.<\/p>\n<p data-start=\"787\" data-end=\"908\">The methodology is based on four key principles: <strong data-start=\"836\" data-end=\"907\">transparency, objectivity, non-discrimination and gender neutrality<\/strong>.<\/p>\n<p data-start=\"910\" data-end=\"1446\">Gender neutrality means, among other things, that the methodology must ensure a balanced assessment of characteristics typically associated with positions predominantly occupied by women (for example, emotional effort), which are often overlooked by traditional evaluation tools. Failure to take such factors into account could result in the overvaluation of positions traditionally held by men. A properly designed methodology must therefore consider not only technical or \u201chard\u201d skills but also appropriately weighted <strong data-start=\"1430\" data-end=\"1445\">soft skills<\/strong>.<\/p>\n<h4 class=\"PDq2pG_selectionAnchorContainer\" data-section-id=\"47kdby\" data-start=\"47\" data-end=\"75\">2. Four Mandatory Factors<\/h4>\n<p data-start=\"77\" data-end=\"229\">In accordance with EU legislation, the methodology is based on <strong data-start=\"140\" data-end=\"166\">four mandatory factors<\/strong> that must be taken into account when evaluating each position:<\/p>\n<ul data-start=\"231\" data-end=\"315\">\n<li data-section-id=\"14o2b1r\" data-start=\"231\" data-end=\"256\"><strong data-start=\"233\" data-end=\"256\">Complexity (skills)<\/strong><\/li>\n<li data-section-id=\"stdysk\" data-start=\"257\" data-end=\"269\"><strong data-start=\"259\" data-end=\"269\">Effort<\/strong><\/li>\n<li data-section-id=\"8ywup0\" data-start=\"270\" data-end=\"290\"><strong data-start=\"272\" data-end=\"290\">Responsibility<\/strong><\/li>\n<li data-section-id=\"westl5\" data-start=\"291\" data-end=\"315\"><strong data-start=\"293\" data-end=\"315\">Working conditions<\/strong><\/li>\n<\/ul>\n<p data-start=\"317\" data-end=\"553\">Employers may also include additional optional factors, provided that such factors are objective, non-discriminatory and gender-neutral. Where additional factors are used, they must be applied consistently when evaluating all positions.<\/p>\n<p data-start=\"555\" data-end=\"844\">Employers that already use another job evaluation methodology, such as a commercially available methodology, may continue to use it, provided that it incorporates all four legally required criteria (regardless of the terminology used) and includes an appropriate assessment of soft skills.<\/p>\n<p data-section-id=\"n9pmip\" data-start=\"846\" data-end=\"864\"><strong>Common Pitfall<\/strong><\/p>\n<p data-start=\"866\" data-end=\"1096\">A job evaluation methodology must not include criteria such as an employee\u2019s <strong data-start=\"943\" data-end=\"958\">performance<\/strong>. The assessment must focus exclusively on the position itself, not on the individual performing the work or their individual performance.<\/p>\n<h4 class=\"PDq2pG_selectionAnchorContainer\" data-section-id=\"1c99q8x\" data-start=\"88\" data-end=\"116\">3. Sub-Factors and Levels<\/h4>\n<p data-start=\"118\" data-end=\"455\">Each of the four factors is further divided into <strong data-start=\"167\" data-end=\"197\">sub-factors (sub-criteria)<\/strong>, which must likewise be gender-neutral and directly related to the factor under which they are classified. Most job evaluation methodologies use between <strong data-start=\"351\" data-end=\"397\">10 and 16 factors and sub-factors in total<\/strong>, depending on the size and diversity of the organisation.<\/p>\n<p data-start=\"457\" data-end=\"677\">The <strong data-start=\"461\" data-end=\"475\">complexity<\/strong> factor primarily covers knowledge (defined with reference to the <strong data-start=\"541\" data-end=\"578\">European Qualifications Framework<\/strong>), communication and interpersonal skills, physical skills, and organisational and planning skills.<\/p>\n<p data-start=\"679\" data-end=\"962\">The <strong data-start=\"683\" data-end=\"693\">effort<\/strong> factor takes into account physical, mental and emotional demands, including less visible forms of physical or emotional effort. Examples include repetitive lifting of lighter loads in administrative roles or emotional demands arising in caring and support professions.<\/p>\n<p data-start=\"964\" data-end=\"1186\">The <strong data-start=\"968\" data-end=\"986\">responsibility<\/strong> factor distinguishes between responsibility for people and management, financial resources, tangible assets, and information and documentation, irrespective of the hierarchical level of the position.<\/p>\n<p data-start=\"1188\" data-end=\"1334\">The <strong data-start=\"1192\" data-end=\"1214\">working conditions<\/strong> factor considers the impact of the physical working environment, work organisation arrangements and psychosocial risks.<\/p>\n<p data-section-id=\"1sqkgd4\" data-start=\"1336\" data-end=\"1366\"><strong>Example \u2013 Invisible Effort<\/strong><\/p>\n<p data-start=\"1368\" data-end=\"1755\">When assessing working conditions, consideration should be given, for example, to exposure to chemicals in cleaning roles, noisy environments in education settings, or the risk of infectious diseases in nursing and care professions. These forms of effort are typical also for positions predominantly occupied by women and are often overlooked in traditional job evaluation methodologies.<\/p>\n<p data-start=\"1757\" data-end=\"2076\">Each sub-factor is generally divided into <strong data-start=\"1799\" data-end=\"1831\">four to six levels (degrees)<\/strong> representing the extent to which a particular characteristic is present in a given position. For example, some positions may involve a high degree of financial responsibility or manual skills, while others may not require these characteristics.<\/p>\n<p data-start=\"2078\" data-end=\"2162\">The levels must not overlap and must form a clear, progressive and consistent scale.<\/p>\n<h4 class=\"PDq2pG_selectionAnchorContainer\" data-section-id=\"h83v15\" data-start=\"47\" data-end=\"74\">4. Weighting and Scoring<\/h4>\n<p data-start=\"76\" data-end=\"330\">The value of a position is expressed through a <strong data-start=\"123\" data-end=\"138\">point score<\/strong>, typically with a maximum overall score of <strong data-start=\"182\" data-end=\"198\">1,000 points<\/strong>. Each level of a sub-factor is assigned a specific number of points, usually distributed evenly based on an arithmetic progression.<\/p>\n<p data-start=\"332\" data-end=\"562\">As individual factors may not have the same significance for every employer, each factor and sub-factor is assigned a <strong data-start=\"450\" data-end=\"486\">weight expressed as a percentage<\/strong>. The sum of the weights assigned to all factors must always equal <strong data-start=\"553\" data-end=\"561\">100%<\/strong>.<\/p>\n<p data-start=\"564\" data-end=\"634\">Indicative weighting ranges for the individual factors are as follows:<\/p>\n<ul data-start=\"636\" data-end=\"751\">\n<li data-section-id=\"y3blzb\" data-start=\"636\" data-end=\"669\"><strong data-start=\"638\" data-end=\"669\">Complexity (skills): 20\u201335%<\/strong><\/li>\n<li data-section-id=\"x8mp63\" data-start=\"670\" data-end=\"690\"><strong data-start=\"672\" data-end=\"690\">Effort: 15\u201325%<\/strong><\/li>\n<li data-section-id=\"kwho4r\" data-start=\"691\" data-end=\"719\"><strong data-start=\"693\" data-end=\"719\">Responsibility: 25\u201340%<\/strong><\/li>\n<li data-section-id=\"14ad01g\" data-start=\"720\" data-end=\"751\"><strong data-start=\"722\" data-end=\"751\">Working conditions: 5\u201315%<\/strong><\/li>\n<\/ul>\n<p data-start=\"753\" data-end=\"893\">The same weighting system must be applied when evaluating all positions within the organisation in order to ensure consistent comparability.<\/p>\n<p data-section-id=\"wsinv\" data-start=\"895\" data-end=\"910\"><strong>Key Warning<\/strong><\/p>\n<p data-start=\"912\" data-end=\"1181\">Sub-factors relating to <strong data-start=\"936\" data-end=\"951\">soft skills<\/strong> or characteristics typically associated with positions predominantly held by women must not be assigned disproportionately lower weights compared with sub-factors traditionally associated with positions predominantly held by men.<\/p>\n<h4 class=\"PDq2pG_selectionAnchorContainer\" data-section-id=\"1lui7qg\" data-start=\"47\" data-end=\"81\">5. Assignment to Pay Categories<\/h4>\n<p data-start=\"83\" data-end=\"507\">After calculating the total point score for each position, positions are assigned to <strong data-start=\"168\" data-end=\"208\">point ranges (categories\/pay grades)<\/strong>. There is no universal rule determining the appropriate width of such ranges. Narrower ranges (for example, 30 points) allow for a more detailed differentiation between positions, while broader ranges (for example, 70 points) simplify the system but may weaken the principle of equal value of work.<\/p>\n<p data-section-id=\"1quu5is\" data-start=\"509\" data-end=\"552\"><strong>Common Pitfalls When Setting Pay Ranges<\/strong><\/p>\n<ul data-start=\"554\" data-end=\"1216\">\n<li data-section-id=\"r7d5kw\" data-start=\"554\" data-end=\"695\">Category ranges must not overlap. Otherwise, it would not be possible to assign a position clearly and consistently to a specific category.<\/li>\n<li data-section-id=\"1cv8mlk\" data-start=\"697\" data-end=\"933\">Differences between ranges should be defined using <strong data-start=\"750\" data-end=\"775\">absolute point values<\/strong>, rather than percentages. Percentage-based progression may disadvantage positions lower on the evaluation scale, which are more frequently occupied by women.<\/li>\n<li data-section-id=\"1idz92z\" data-start=\"935\" data-end=\"1216\">Positions assigned to the same point category are considered to be of equal value (<strong data-start=\"1020\" data-end=\"1043\">work of equal value<\/strong>), regardless of whether they are predominantly performed by women or men. Any unjustified differences in remuneration between such positions should therefore be eliminated.<\/li>\n<\/ul>\n<h4 class=\"PDq2pG_selectionAnchorContainer\" data-section-id=\"1sh8axi\" data-start=\"53\" data-end=\"73\">6. Practical Tool<\/h4>\n<p data-start=\"75\" data-end=\"319\">The methodology itself takes the form of a <strong data-start=\"118\" data-end=\"138\">written document<\/strong> containing definitions of the factors, sub-factors and their respective levels, as it must meet the statutory requirements regarding completeness and binding nature of its content.<\/p>\n<p data-start=\"321\" data-end=\"591\">As a practical supporting tool, employers may use an accompanying <strong data-start=\"387\" data-end=\"406\">analytical tool<\/strong> containing evaluation tables for all factors and sub-factors, including assigned weights and point values, with an automated calculation of the total score for each evaluated position.<\/p>\n<p data-start=\"593\" data-end=\"733\">The Excel-based analytical tool is available on the website of the <strong data-start=\"660\" data-end=\"732\">Ministry of Labour, Social Affairs and Family of the Slovak Republic<\/strong>:<\/p>\n<p data-start=\"735\" data-end=\"801\"><a class=\"decorated-link\" href=\"https:\/\/www.employment.gov.sk\/sk\/ministerstvo\/rovnost\/odmenovanie\/\" target=\"_new\" rel=\"noopener\" data-start=\"735\" data-end=\"801\">https:\/\/www.employment.gov.sk\/sk\/ministerstvo\/rovnost\/odmenovanie\/<\/a><\/p>\n<p data-section-id=\"1oqyx9r\" data-start=\"803\" data-end=\"821\"><strong>Recommendation<\/strong><\/p>\n<p data-start=\"823\" data-end=\"1087\">The analytical tool is intended solely for recording and calculating evaluation results. It does <strong data-start=\"920\" data-end=\"959\">not replace the written methodology<\/strong>, which contains the interpretation and definitions of factors and sub-factors necessary for a correct and objective evaluation.<\/p>\n<h4 class=\"PDq2pG_selectionAnchorContainer\" data-section-id=\"147izsn\" data-start=\"97\" data-end=\"120\">Summary for Employers<\/h4>\n<ul data-start=\"122\" data-end=\"851\">\n<li data-section-id=\"1ltqvk4\" data-start=\"122\" data-end=\"295\">Verify whether your existing job evaluation methodology (including any commercially available methodology) covers all four legally required factors, including soft skills.<\/li>\n<li data-section-id=\"s9hzav\" data-start=\"296\" data-end=\"485\">Define sub-factors and their levels in a way that ensures gender neutrality and focuses exclusively on the requirements of the position, rather than on the individual performing the work.<\/li>\n<li data-section-id=\"1p1zhjg\" data-start=\"486\" data-end=\"643\">Apply factor weightings consistently across the organisation and review whether soft skills are appropriately valued and not systematically underestimated.<\/li>\n<li data-section-id=\"d53e37\" data-start=\"644\" data-end=\"749\">Set point ranges for categories so that they do not overlap and are expressed in absolute point values.<\/li>\n<li data-section-id=\"jxlkyq\" data-start=\"750\" data-end=\"851\">Use the methodology together with the supporting analytical tool to assign positions to pay grades.<\/li>\n<\/ul>\n<p data-section-id=\"3sir8o\" data-start=\"858\" data-end=\"867\"><strong>Sources<\/strong><\/p>\n<ul data-start=\"869\" data-end=\"1568\">\n<li data-section-id=\"5y01u\" data-start=\"869\" data-end=\"999\">Act No. 76\/2026 Coll. on Equal Pay for Men and Women for Equal Work or Work of Equal Value and on Amendments to Certain Acts<\/li>\n<li data-section-id=\"1q1oacx\" data-start=\"1001\" data-end=\"1335\">Methodology for Job Evaluation and Classification Systems for Employees in Accordance with the Act on Equal Pay for Men and Women for Equal Work or Work of Equal Value, Ministry of Labour, Social Affairs and Family of the Slovak Republic, 2026<br data-start=\"1250\" data-end=\"1253\" \/>Available at: <a class=\"decorated-link\" href=\"https:\/\/www.employment.gov.sk\/sk\/ministerstvo\/rovnost\/odmenovanie\/\" target=\"_new\" rel=\"noopener\" data-start=\"1269\" data-end=\"1335\">https:\/\/www.employment.gov.sk\/sk\/ministerstvo\/rovnost\/odmenovanie\/<\/a><\/li>\n<li data-section-id=\"n9s2gz\" data-start=\"1337\" data-end=\"1568\">EU-wide Guidelines on Gender-Neutral Job Evaluation and Classification: Step-by-Step Toolkit, European Commission and European Institute for Gender Equality (EIGE), 2026, Publications Office of the European Union, Luxembourg.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>How to Objectively and Gender-Neutrally Assess the Value of Individual Positions Under Act No. 76\/2026 Coll. 1. Purpose and Principles of Job Evaluation The purpose of job evaluation is to assess the characteristics of positions within an organisation based on common objective, non-discriminatory and gender-neutral criteria and to determine their relative value. The assessment focuses [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":4151,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[36],"tags":[],"class_list":["post-4153","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-law"],"ase":null,"_links":{"self":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts\/4153","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/comments?post=4153"}],"version-history":[{"count":2,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts\/4153\/revisions"}],"predecessor-version":[{"id":4155,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/posts\/4153\/revisions\/4155"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/media\/4151"}],"wp:attachment":[{"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/media?parent=4153"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/categories?post=4153"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.krestonslovakia.com\/en\/wp-json\/wp\/v2\/tags?post=4153"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}