ProsperEdge WORKFORCE ARCHITECT™
Job Evaluation
Done Right.
Every Time.
The Caribbean's most advanced job evaluation intelligence engine. Full Hay Group methodology, all three factors, all eight sub-factors, applied from AI-generated, language-consistent job descriptions. Context-calibrated. Workforce-planning-ready.
Built on the Hay Group (Korn Ferry) job evaluation methodology: the world's most widely used framework for compensation architecture. We do not simplify it. We automate it correctly.
The Problem
Why Traditional Job Evaluation Fails
Poor JD Quality
Inconsistent verb use, vague accountability statements, and missing scope detail force evaluators into guesswork. The grade reflects the JD's quality, not the job.
Context Blindness
Standard factor weights produce grades that are defensible in isolation but organisationally irrelevant. A government ministry and a tech startup have different strategic realities.
No Workforce Planning Link
Evaluation registers are filed. Workforce planning is done separately. The insight that grade distribution provides: succession depth, compensation cost, future-state readiness, is never captured.
The Process
Six-Phase Intelligence Engine
Every phase builds on the last. You cannot evaluate a job fairly if the job description is wrong. You cannot write a job description correctly if you do not understand the organisation. We start where others skip.
Organisational Intelligence Intake
We capture every internal reality: strategy, structure, workflows, history, legacy items, dependencies, duplication, and every external reality: locations, regulations, brain drain risk, political environment, market competitiveness.
AI Structural Analysis
AI diagnoses the current structure, identifies the gap to your desired future state, recommends job families, flags span-of-control issues, duplication, and missing functions.
Job Architecture Design
Job families established, grade anchor levels set, reporting lines confirmed, your architecture is locked before a single JD is written.
Job Description Intelligence Engine
AI generates consistent, Hay-evaluation-ready job descriptions for every role in scope. Same verb conventions, same structure, same specificity standard. Language consistency score assigned to each JD before evaluation proceeds.
Automated Hay Evaluation
Full three-factor Hay method, all eight sub-factors, applied to every JD. Know-How (Technical + Managerial + Human Relations), Problem Solving (Thinking Environment × Thinking Challenge), Accountability (Freedom to Act × Impact × Magnitude). Factor weights context-calibrated to your strategy and industry.
Reports + Workforce Planning Intelligence
Final Evaluation Register. Compensation Architecture. Cross-Role Consistency Check. Workforce Planning Intelligence: grade distribution mapped to future state, succession depth, compensation cost envelope, brain drain mitigation.
Hay Group Methodology
Three Factors. Eight Sub-Factors. Zero Shortcuts.
We evaluate every sub-factor from the job description content, not from form dropdowns. The AI reads the accountability statements, decision authority, and scope detail to assign each level with a written justification.
Technical
8 levels: Basic Procedural (50 pts) through Outstanding Authority (350 pts)
Managerial
5 levels: None through Enterprise-Wide People Leadership (+33%)
Human Relations
3 levels: Basic Courtesy through Persuasion & Motivation (+10%)
Thinking Environment
6 levels: Strict Routine through Broadly Defined
Thinking Challenge
5 levels: Repetitive through Innovative/Creative
PS%
PS expressed as % of Know-How (10%–38%), because you think with what you know
Freedom to Act
8 levels: Prescribed (25 pts) through Unguided (175 pts)
Impact
4 levels: Incidental (×0.5) through Primary (×1.33)
Magnitude
6 levels: Very Small (×0.7) through Major Group (×1.8)
Why WORKFORCE ARCHITECT™
What Makes This Different
Hay Group Methodology: Preserved
All three factors. All eight sub-factors. We have not simplified Hay into a scoring shortcut. Every sub-factor is evaluated from the JD content, not from a dropdown form.
Context-Calibrated Factor Weights
Weights shift based on your strategic priority and industry. Innovation-focused organisations weight Problem Solving more heavily. Regulated entities weight Accountability more. Weights always sum to 3.0, scale remains comparable.
Language Consistency Across All Roles
AI generates every job description with identical verb conventions: Manages, Oversees, Leads, Implements, Approves, each with a precise, consistent definition. Inconsistent language is the #1 cause of unjustifiable grade gaps.
Built for the Caribbean
Caribbean jurisdiction awareness, brain drain risk modelling, multi-currency pay bands, and statutory body / government ministry structural realities baked into every phase.
Cross-Role Consistency Validation
After every role is evaluated individually, a cross-role check identifies grade anomalies, compression risks, and layering concerns before the register is finalised.
Workforce Planning is Phase 6
The evaluation outputs directly feed workforce planning. Grade distribution, succession depth, compensation envelope, future-state headcount, brain drain mitigation, produced automatically from the evaluation register.
Output
8-Grade Architecture: USD Pay Bands
Every role receives a grade placement with full sub-factor justification. Pay bands are Caribbean-adjusted. Jurisdiction-specific benchmarks applied at scoping.
Entry Level
$18K–$30K · USD
Operational
$28K–$45K · USD
Technical / Professional
$42K–$65K · USD
Senior Specialist / Supervisor
$60K–$90K · USD
Manager / Principal
$82K–$125K · USD
Senior Manager / Head
$115K–$175K · USD
Director / Vice President
$160K–$250K · USD
Executive / C-Suite
$220K–$400K · USD
Pay bands are indicative. Final bands confirmed at scoping for your jurisdiction and sector.
Also Available: For Smaller Organisations
JobEQ AI™ Self-Serve
JobEQ AI™ is a self-serve module within WORKFORCE ARCHITECT™. Organisations with up to 15 distinct jobs who commit to evaluating their full job inventory can access AI-powered Hay evaluation at USD $99 per role: instant report, no engagement required.
Demo
2 free evaluations per organisation: experience the platform
Self-Serve
≤15 distinct jobs · $99/role · must commit to full scope
WORKFORCE ARCHITECT™
>15 distinct jobs → full six-phase engagement required
Investment
Scoped for Your Organisation
WORKFORCE ARCHITECT™ is not a package: it is an intelligence engagement. Your investment reflects the number of roles in scope, your sector, and the complexity of your current grade structure.
Standard
$28K–$42K
Up to 50 distinct jobs · Full 6-phase engine
- Org Intelligence Intake
- AI Structural Analysis
- Job Description Library (all roles)
- Full Hay Evaluation Register
- Cross-Role Consistency Check
- Workforce Planning Intelligence Report
Complex
$42K–$65K
51–150 distinct jobs · Multi-function organisations
- Everything in Standard
- Multi-function structural mapping
- Extended job family framework
- Board presentation pack
- Implementation roadmap (phased)
- 12-month implementation support option
Included within ALIGN™ and TRANSFORM™ retainers. All prices in USD. Caribbean, Canadian, and XCD pricing available at scoping.
Book a Discovery CallConnected to the Full Ecosystem
Every Grade Informs the Next Decision
The evaluation register from WORKFORCE ARCHITECT™ connects directly to ProsperEdge tools that address what you find.
Grade compression or pay equity risk
DIAGNOSTICS™: HR Forensic Audit™
Grade V–VII succession gaps
Succession Lens™
Grade I–III development deficit
Growth Engine™
Capability gaps by grade band
TALENT GATE™
Policy misalignment with new grade structure
Policy Vault™
New Grade IV–V managers needing support
ASCEND™
Your Organisation Deserves a Grade Structure That Holds.
Book a 30-minute discovery call. We will scope the right engagement tier, confirm the investment, and walk you through what WORKFORCE ARCHITECT™ will produce for your organisation.
Book a Discovery Call