For an OD role, a friend of mine was recently asked in an interview with a CHRO of an engineering tech company, whether she had done any work around "job worth"!
This incident triggered my follow up conversation with this friend.
What in HR, we all have heard is "Job Evaluation" , benchmarking and level descriptors , all that courtesy Hays, Mercer, Aon and other Total Rewards firms.
Online search has very few content on "job worth". What mostly we see are from the C&B /Salary perspective.
While job worth in terms of an OD expert is always an inside view of the job/role/person/value that role was created to deliver vs what that role (by design) evolves or dissolves into.
We hear terms like "sense of growth" that talented people crave for in a firm..
This is usually true when they see , they have "mastered" their role to the level of now losing interest and abilities to make it any better! This is "job-holder's" perspective. One of 4 quadrants or spectrum of the job! I love tern spectrum as I personally in my consulting projects on OD/Competencies models have found that 'level descriptors' are way below the "spectrum" definition of the job. To make it clear to you, level descriptors are same as you see in JDs of a role in any given function. Look at JDs of few levels below and few levels above and you see, the role definition if magnified in outlook (mostly administrative definition of the role, simply put hierarchical, food chain definition)
Now, what is "spectrum" in a job role?
Spectrum is the capability stretch in any role, where role is given singular attention in terms of creating "incremental" value to the role to make innovation and internal/external research, adding value to the "Capability Framework" of that function. This is CoE centered approach . Spectrum is capability and CoE centered approach where, people assume roles, when they fit the mission and vision of the "function".
Usually, when we talk of job worth, we talk about "person" and "pay". Impact (KPIs) .
Spectrum and Capabilities and CoEs based approach in reality shall be cascaded to roles, where much better way to keep filters of evaluation of the job through OKRs..
If you are thinking about "Job Worth" in general , then you can talk about various aspects of position (Relationships, management, Regulation, External factors (market), Demand and Supply, Cost of services this position offers, etc.)
While above factors help acknowledging REALITY due to market, an OD expect will always follow "CoE/Capability/Spectrum" model , judged through OKRs!
Remember, OKRs are for function, while KPIs are for roles!
What is your thought. Kindly share through comment section below.
In my experience, great talent look for "Sense of Worth" more often than "Sense of Growth"! They know, growth is an outcome, most necessarily Stoics don't care much about..(Amor Fati!)