You must then decide if the levels of training and experience your employees have is really what you want for their positions. It will probably take some time to prepare job descriptions from the information you get from your employees, but what you learn may have other uses besides comparing jobs for pay purposes. For one thing, you may discover that some employees are not doing what you though they were, or what they were hired to do. You may find you want to make some changes in their work routines. Evaluating the jobs Nobody knows a scientific, precise way of deciding exactly how much a particular job is worth to a company.
Human judgment is the only way to put a dollar value on work.
A good job evaluation method for firms with 100 or fewer employees is simple-ranking. It's a guess, too, but a pretty well controlled guess. Under the simple-ranking system, job descriptions are compared against each other. They are ranked according to difficulty and responsibility. Using your judgment, you end up with an array of jobs that shows the relative value of each position to the company.