Reward - Compensation & benefits

Your remuneration policy is efficient if it incentivises employees to (continually) achieve your organisation’s strategic objectives. Equally, your remuneration policy must be cost-conscious, yet still pass external market review.

New approach required

This can be achieved via traditional job evaluation systems, in which detailed job descriptions are regularly updated and revised. Due to the rigid nature of such descriptions, the number of functions within an organisation increase at a rapid pace. Evolutions within the labour market therefore demand a new approach to job evaluations with a view to remuneration, from both the employer (necessity) and employee perspective (requirement).

Our new approach: the SD Worx Role model

SD Worx is introducing the new Role Model for Reward benchmark tools at the beginning of July 2017. We are taking the first steps to describe, evaluate, and benchmark jobs within an organisation in a simple, clear and flexible way. To do this, we are employing the SD Worx role matrix and role model, which determine both role-specific and job-specific competencies. These documents are available via a mail to

Our new approach departs from the path of detailed task package summaries and focuses on those skills and capabilities that are essential for adequately performing the professional tasks or activities of a job role. The number of reference positions and functional domains may significantly decrease as a result.

Our Reward Benchmark products

3 ways to find out the correct wage for a particular job for your blue-collar and white-collar workers

reward profilerCustomized reward