Accurate, accessible global job evaluation methodology – Mercer IPE

Accurately evaluate your jobs and new hires

The accurate job evaluation methodology for anywhere in the world. 

What’s the impact of one job on your organization’s success?

The world of work is changing faster than ever. But even in volatile times, organizations are having to balance market expectations, manage cost pressures, meet business objectives, and engage with a workforce in transition. Amidst all the competing priorities, how do you know your new roles and hires are the right ones for your business? And how can you ensure fairness and equity across all your diverse geographic locations?

Know you are hiring the right talent, specifically for your business

Mercer IPE (International Position Evaluation) is a global job evaluation and classification methodology based on tested business-related factors and dimensions. 

IPE works because it truly reflects the core job attributes you need.

The job evaluation method provides an organizing framework based on:

  1. A job's analysis and classification as well as its value within the context of an organization. 
  2. The wider commercial environment. 

IPE implementation takes into consideration your company hierarchy, the complexities of the business, and the alignment of jobs to the business objectives.

Our proprietary job evaluation methodology enables your organization to establish a global and market-leading role definition and evaluation framework.

The framework helps you:

  • Manage a multi-generational workforce with different motivators
  • Overcome talent and skill scarcity
  • Integrate technology and automation
  • Incorporate talent data in your decision making
  • Integrate new working models
  • Facilitate talent mobility
  • Reduce workforce costs
  • Minimize your talent-related risk

So your business can focus on growth.

Build the essential foundations of a great workforce

A great workforce is built by consistent and informed HR and business decisions. And Mercer IPE is an essential element of that decision-making process. 

The job analysis and classification methodology enables rapid and efficient blueprinting of new and evolving roles. It also helps you develop a defined job architecture and internal company hierarchy that can be the basis for a broad range of talent applications, including:

  • Global Leveling

  • Organization Design

  • Rewards

  • Pay Equity

  • Talent Development

  • Career Planning

  • Mobility

  • Workforce Planning and Analytics

Skill-based strategies
Map thousands of unique skills to Mercer's Job Library, the fastest way to incorporate skills into your talent strategies.

Benefits of implementing IPE

  • Support talent management and reward programs through consistent and reliable job classification
  • Facilitate flexibility and talent mobility across the organization
  • Maximize HR spend through better alignment of jobs and people to bands/ranges
  • Optimize your HRIS through consistent job definition, use of data elements, and enhanced reporting and analytics
  • Facilitate HR and management decision-making with respect to resource utilization and rewards

Is the job right for your size?

Organization sizing plays a key role in quantifying the level of impact - and contribution - a job has on your organization's success.

Mercer IPE's organization sizing approach is delivered through a value chain assessment and helps differentiate segments of your business based on three components:

  1. Headcount
  2. Economic volume
  3. Complexity

IPE evaluation factors

The Mercer IPE evaluation factors reflect the latest thinking on how successful companies view and evaluate jobs. Consistent application of these factors during the evaluation process can:

  • Enhance business understanding
  • Support the assessment of relationships between jobs and job families
  • Fairly align your jobs between levels, among business segments, and across borders
The five factors are: 
  • Impact
    A job’s depth and breadth of influence on the organization. 
  • Communication
    The communication skills a job requires, including the audience and purpose of the communication. 
  • Innovation
    The level of problem solving, design and development skills a job requires, and the nature of the problems it encounters. 
  • Knowledge 
    The technical skills and knowledge a job needs. Knowledge includes people management skills and geographic context. 
  • Risk
    The nature of mental and physical risks associated with a role and the conditions in which it operates.
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