Q01
Message
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Job Evaluation and Role Scope Assessment
A point-factor job evaluation questionnaire for HR and compensation teams grading or re-grading a role — covering decision authority, supervisory scope, effort, and working conditions, with an AI follow-up that pressure-tests the scoring against a real high-stakes task the job has actually handled.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
14 questions · ~7 min
Q02
Short TextRequired
What is the exact job title of the role you're evaluating?
Q03
Long TextRequired
In 1-2 sentences, what is the main purpose of this job — why does the role exist?
Q04
MatrixRequired
How often does this job involve each of the following?
6 rows × 5 columns
- Managing a budget or financial resources
- Supervising or directing the work of others
- Solving unique or non-routine problems
- Interacting directly with external customers or clients
- Operating or maintaining equipment or machinery
- +1 more
Columns: Never · Rarely · Sometimes · Often · Always
Q05
Opinion ScaleRequired
How much independent judgment does this job require when making decisions?
Scale: 1 – 7
Min:Follows detailed instructions, little judgmentMax:Operates independently, sets own approach
Q06
Multiple ChoiceRequired
How many people does this job directly supervise?
- None
- 1-3
- 4-10
- 11-25
- More than 25
Q07
Multiple ChoiceRequired
What is the minimum education or qualification typically required to perform this job competently?
- No formal qualification required
- High school diploma or equivalent
- Vocational or trade certification
- Bachelor's degree
- Postgraduate or professional degree
Q08
Point AllocationRequired
Using 100 points total, allocate them across these four factors based on how much each contributes to this job's overall difficulty and value. This is the core of a point-factor job evaluation, so take your time.
- Skill and knowledge required
- Effort (mental and physical)
- Responsibility and accountability
- Working conditions and environment
Allocate 100 points
Q09
Slider MatrixRequired
Rate how much of each factor this job demands.
5 rows, one slider each
- Complexity of tasks performed
- Physical effort required
- Mental or emotional effort required
- Consequence of errors or poor decisions
- Exposure to unpleasant or hazardous conditions
Slider 0–10Min:Very lowMax:Very high
Q10
AI Interview
Reconstruct the single most complex or high-stakes task this job has required in recent memory: what the situation was, what options were available, and what would have gone wrong with a bad decision. Use it to sanity-check whether the point allocation and factor ratings above — especially responsibility and complexity — actually match the real scope of the work, and flag any mismatch you notice.
Q11
Multiple Choice
Compared to its actual scope of work, how do you think this job's current pay grade or level fits?
- Under-graded — scope exceeds current level
- Fits well
- Over-graded — current level exceeds scope
- Not sure / not applicable
Q12
Multiple Choice
Which department is this job part of? (Template note: replace with your organization's department list before launching.)
- (Replace with Department A)
- (Replace with Department B)
- (Replace with Department C)
- Prefer not to say
Q13
Multiple Choice
How long have you personally held or supervised this job?
- Less than 1 year
- 1-3 years
- 4-9 years
- 10+ years
- Prefer not to say
Q14
Message
All done — thank you. Your responses feed into a job evaluation panel that scores and grades this role against others in the organization.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
Why this template
What this template is built to do — we found no directly comparable template from other survey tools to review.
What sets it apart
- Combines quantitative point-factor scoring (a 100-point allocation across four compensable factors plus a slider matrix rating factor demands) with qualitative context on the job's actual purpose and duties, giving compensation teams both a defensible number and the reasoning behind it.
- Includes an AI follow-up interview that asks the respondent to reconstruct the single most complex or high-stakes task the job has handled, then pressure-tests whether the point-factor scores actually match that real-world evidence rather than self-reported impressions.
- Covers the full standard job evaluation dimensions in one flow — decision-making judgment, direct supervisory scope, minimum qualification level, frequency of key demands, and perceived pay-grade fit — so HR doesn't need to stitch together multiple generic forms.
- Automated per-response quality scoring and an auto-generated report mean panel members get a structured summary of each grading submission rather than raw open-text answers to manually synthesize.
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.