Advanced Job Evaluation and Role Architecture Course

Name: Advanced Job Evaluation and Role Architecture Course
Availability: InStock

Design defensible role profiles, analytical scoring, grade structures, and governance for consistent job-value decisions.

At a glance

Duration: 2 Weeks
Format: Classroom
Cities: Tashkent, Amman, Dubai, Abu Dhabi, Marbella, Muscat and more
Next session: 25 October – 5 November 2026, Tashkent
Average fee: 9,850 €

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Advanced Job Evaluation and Role Architecture Course

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Overview

Advanced Job Evaluation and Role Architecture Course is a two-week advanced course for HR directors, compensation leaders, job evaluation specialists, and organization design managers, who leave with a Job Evaluation and Role Architecture Framework. Participants establish job analysis evidence, role profiles, analytical job evaluation factors, point-factor scoring, grade structures, evaluation governance, and implementation controls. Agile Leaders Training Center develops advanced job evaluation and role architecture capability.

Who Should Attend

HR leadership teams responsible for role structures, workforce policies, and evaluation governance
Reward teams responsible for job value, grade design, and internal equity evidence
Organization design teams responsible for role clarity, accountabilities, and structural alignment
Job evaluation committees responsible for factor judgments, scoring consistency, and documentation
HR operations teams responsible for implementation records, reviews, and employee queries

The course assumes participants can interpret organization charts, job descriptions, and reward structures, and it leaves introductory HR administration and payroll processing outside its scope.

Departments and Industries

The course supports departments and industries that require consistent role evidence and defensible job-value decisions.

Human resources, reward, organization design, and workforce planning
People analytics, HR operations, governance, and employee relations
Manufacturing, energy, infrastructure, and logistics
Technology, telecommunications, healthcare, and professional services
Financial services, retail, hospitality, and public-service organizations

Learning Objectives

By the end of this course, participants will be able to:

Analyze job evidence and distinguish work from incumbent characteristics
Build role profiles and accountability maps for evaluation
Apply analytical factors, levels, weights, and point-factor scoring
Evaluate benchmark roles and design coherent grade structures
Diagnose bias, inconsistency, and governance weaknesses
Build an implementation, review, and appeals framework

Course Agenda

Day 1: Evaluation Strategy and Governance

Job Evaluation Purpose and Scope Charter
Internal Job Value and Market Pricing Boundary Map
Evaluation Scheme Design Decision Matrix
Job Evaluation Committee Terms of Reference
Evaluation Governance and Decision-Rights Framework

Day 2: Job Analysis Evidence

Job Analysis Data Collection Plan
Incumbent and Manager Interview Guide
Job Questionnaire Evidence Template
Work Sample and Organization Chart Review Checklist
Job Evidence Validation and Sign-Off Log

Day 3: Role Profiles and Accountabilities

Role Purpose and Outcome Statement Canvas
Key Accountability and Decision Authority Map
Role Interface and Stakeholder Matrix
Knowledge, Skill, and Responsibility Profile
Role Profile Quality Review Checklist

Day 4: Evaluation Factors and Levels

Analytical Job Evaluation Factor Architecture
Factor Definition and Evidence Standard
Factor-Level Progression Scale
Factor Overlap and Double-Counting Test
Gender-Neutral Factor Design Review

Day 5: Weighting and Point-Factor Scoring

Factor Weighting Rationale Matrix
Point Allocation and Scale Design Model
Factor-Level Scoring Worksheet
Threshold and Score Distribution Analysis
Scoring Evidence and Rationale Record

Day 6: Benchmark Roles and Calibration

Benchmark Role Selection Criteria
Paired Role Comparison Method
Evaluation Panel Calibration Protocol
Inter-Rater Consistency Review
Benchmark Library and Version Register

Day 7: Grade Structure Design

Score-to-Grade Conversion Table
Grade Boundary and Overlap Analysis
Career Level and Role Family Architecture
Anomaly and Compression Diagnostic
Grade Structure Validation Dashboard

Day 8: Quality, Equity, and Appeals

Evaluation Bias and Adverse Pattern Screen
Equal-Value Evidence Review
Quality Assurance Sampling Plan
Job Evaluation Appeal Intake and Review Process
Decision Audit Trail and Exception Register

Day 9: Implementation and Maintenance

Job Evaluation Implementation Roadmap
Stakeholder Communication and Consultation Plan
Evaluator Training and Authorization Matrix
Role Change and Re-Evaluation Trigger Framework
Scheme Maintenance and Periodic Review Calendar

Day 10: Job Evaluation Practice

Exercise: Validate a Job Analysis Evidence Pack
Exercise: Build a Role Profile and Accountability Map
Exercise: Score and Calibrate Benchmark Roles
Exercise: Convert Scores into a Grade Structure
Capstone Exercise: Job Evaluation and Role Architecture Framework

Practical Exercises

The course uses suggested activities that connect role evidence, analytical scoring, grade design, and governed implementation.

Suggested activity: challenge a job questionnaire and reconcile evidence from an incumbent and manager
Suggested activity: test factor definitions, levels, and weights for overlap and bias
Suggested activity: calibrate role scores and investigate inconsistent panel judgments
Suggested activity: defend grade boundaries, exceptions, and review triggers using documented evidence

FAQs

Who suits advanced job evaluation and role architecture training?

HR, reward, organization design, and evaluation professionals who already interpret job descriptions and organization structures suit the training. The course assumes practical exposure to role documentation or grading decisions.

How does advanced job evaluation differ from compensation management training?

Advanced job evaluation determines the relative internal value of roles through evidence, factors, scoring, and governance. Compensation management training covers the wider design and administration of pay practices, market positioning, and reward policies.

Why use analytical factors in job evaluation?

Analytical factors separate job demands into defined components, making comparisons traceable and allowing evaluators to document why roles receive different scores. Clear factors also support consistency reviews and bias checks.

How should job evaluation panels calibrate scores?

Panels should compare evidence against defined factor levels, use benchmark roles, record rationales, and investigate material scoring differences. Calibration improves consistency without replacing professional judgment.

Conclusion

Participants take back a Job Evaluation and Role Architecture Framework containing evidence standards, role profiles, factors, weights, scoring tools, benchmarks, grade logic, governance, appeals, and review controls. It makes job-value decisions traceable across functions. HR teams can use it to implement and maintain a consistent evaluation scheme.

credits: 5 credit per day

Course Mode: full-time

Provider: Agile Leaders Training Center

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Showing 21-40 of 75 events

Location	Dates	Duration	Mode	Price
Paris	Week 07, 2027 15 – 26 February 2027	2 Weeks	Onsite	€10,000
Milan	Week 08, 2027 22 February – 5 March 2027	2 Weeks	Onsite	€10,000
Abu Dhabi	Week 08, 2027 22 February – 5 March 2027	2 Weeks	Onsite	€8,000
Sharm El-Sheikh	Week 09, 2027 1 – 12 March 2027	2 Weeks	Onsite	€7,000
Montreux	Week 09, 2027 1 – 12 March 2027	2 Weeks	Onsite	€15,000
London	Week 10, 2027 8 – 19 March 2027	2 Weeks	Onsite	€10,000
Langkawi	Week 10, 2027 14 – 25 March 2027	2 Weeks	Onsite	€10,000
Zanzibar	Week 11, 2027 21 March – 1 April 2027	2 Weeks	Onsite	€9,000
Manama	Week 12, 2027 28 March – 8 April 2027	2 Weeks	Onsite	€8,000
Amsterdam	Week 14, 2027 5 – 16 April 2027	2 Weeks	Onsite	€10,000
Dubai	Week 15, 2027 12 – 23 April 2027	2 Weeks	Onsite	€8,500
Munich	Week 15, 2027 12 – 23 April 2027	2 Weeks	Onsite	€10,000
Vienna	Week 16, 2027 19 – 30 April 2027	2 Weeks	Onsite	€10,000
Nairobi	Week 16, 2027 25 April – 6 May 2027	2 Weeks	Onsite	€6,400
Tbilisi	Week 17, 2027 26 April – 7 May 2027	2 Weeks	Onsite	€8,800
Athens	Week 18, 2027 3 – 14 May 2027	2 Weeks	Onsite	€13,400
Rome	Week 19, 2027 10 – 21 May 2027	2 Weeks	Onsite	€10,000
Porto	Week 19, 2027 10 – 21 May 2027	2 Weeks	Onsite	€10,000
Istanbul	Week 20, 2027 17 – 28 May 2027	2 Weeks	Onsite	€8,500
Nice	Week 20, 2027 17 – 28 May 2027	2 Weeks	Onsite	€10,000

Frequently asked questions

What does this course cover?

OverviewAdvanced Job Evaluation and Role Architecture Course is a two-week advanced course for HR directors, compensation leaders, job evaluation specialists, and organization design managers, who leave with a Job Evaluation and Role Architecture Framework. Participants establish job analysis evidence, role profiles, analytical job evaluation factors, poi…

Are training dates available?

Yes. Available dates and destinations are listed in the course dates section on this page.

How can I register?

Choose an available date on this page and complete the registration form, or send a programme enquiry.

Can I download the course brochure?

Yes. Use the brochure download link provided on this page.

Advanced Job Evaluation and Role Architecture Course