V Skill HF-D4.7-003 cross-sector 9 skills
Applying reward and job evaluation
Grading jobs with an evaluation system, substantiating salary proposals within the applicable scheme and explaining reward choices to the employee and executive team.
How hrmforce measures this
- Assessment method
- Knowledge test · rho 0.40 (SD 0.13)
- hrmforce instrument
- Knowledge test (client-specific), Work sample test
- Competency (50-framework)
- Accuracy
- Trainability
- high
- Demand outlook 2026 to 2030
- stable
Test of declarative job knowledge, usually assembled per client.
Behavioural anchors
| Level | Behaviour at this level |
|---|---|
| N1 Guided | Looks up the correct salary scale for a job and checks the data in the personnel system. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Grades a job with the chosen system, substantiates the classification in writing and explains the outcome to the person involved. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Sets the reward policy and job architecture of the organisation, tests market competitiveness and accounts for the choices to works council and supervisors. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 and N4 are deliberately not anchored. Raters place them between the anchors, following the O*NET convention.
Underlying skills
These skills inherit the assessment route and the behavioural anchors of this construct.
| T | Skill | Definition | Demand outlook 2026 to 2030 |
|---|---|---|---|
| V | Applying a job evaluation system Job evaluation | Grades a job with a recognised system on characteristics such as knowledge, responsibility and complexity. | stable |
| V | Writing a job description Job description writing | Describes purpose, tasks, responsibilities and requirements of a job in a fixed organisational format. | stable |
| V | Substantiating a salary proposal Salary proposal | Determines a proposal within the pay scale based on experience, market data and internal relativities. | stable |
| V | Determining pay scale and step Pay grading | Determines the correct scale and step for an employee based on job grading and years of experience. | stable |
| V | Analysing pay differences Pay equity analysis | Investigates whether equal jobs are paid equally and explains differences between groups of employees. | rising |
| V | Designing variable pay Variable pay design | Designs a bonus or allowance scheme with criteria, measurement, cap and a check on perverse incentives. | stable |
| V | Explaining a benefits package Benefits communication | Explains which benefits apply, what can be exchanged and what the tax consequences of that are. | stable |
| T | Submitting payroll changes Payroll administration | Submits changes in hours, scale, allowances and leave to payroll processing on time and correctly. | declining |
| V | Benchmarking reward policy Reward benchmarking | Compares own salaries with market data and proposes adjustment of scales or allowances. | stable |