working conditions (environmental conditions, psychological and physical stress)

gradar can be used to analyse and evaluate working conditions in terms of environmental conditions as well as psychological and physical stress. The alternative terms employment relationships and conditions of employment, on the other hand, tend to refer to the legal and social relationship between employer and employee.

To evaluate the working conditions, a modular procedure was implemented which does not qualitatively change the existing grades and factor descriptions of gradar, but supplements it with an additional, customisable module for evaluating the working conditions in an organisation.

This module can be customized and provides the data basis for fair and transparent allowance payment practises.

In this way the results of the job evaluation process remain organisation-wide and internationally comparable, even if the working conditions must be considered in some countries due to legal requirements e.g. in Germany and some Canadian provinces. 

gradar thus meets the requirements of different Equal Pay / Pay Equity Acts as well as Equal Opportunity / Equality Acts. The same goes for the Remuneration Transparency Act (EntgTranspG) from Germany as well. Some of these legislation require the analysis and evaluation of working conditions in order to create remuneration management systems.

The evaluation of working conditions with gradar

The results of the evaluation of working conditions can be codified in points, letters or a short description and can be individually adapted for each organisation.


In our example, for simplicity's sake, letters are used to illustrate the use with four fictitious jobs:

  • Job 1: Warehouse worker, unskilled worker in a warehouse without special responsibility, carrying only light goods.
  • Job 2: Cold storage worker, unskilled worker in a warehouse with additional burden due to cold environment, particularly heavy objects and the necessity to wear protective clothing.
  • Job 3: Support role in administration, semi-Skilled job without special responsibilites.
  • Job 4: Professional role in administration, skilled job with responsibilities within the framework of guidelines.

With an analytical job evaluation the following grades were determined:

4   Professional in Administration
2 Warehouse Worker 
Cold Storage Worker
Support in Administration

In addition to job-grading, the working conditions are evaluated in a separate module. The evaluation shall include the type, duration or frequency of stress and external influences:

GradeWarehouseWorking ConditionsAdministrativeWorking Conditions
4     Professional in Administration A
2 Warehouse Worker B Support in Administration  A
Cold Storage Worker C    

The levels from the evaluation of working conditions can be differentiated in this way:

  1. no significant burden
  2. low burden
  3. medium burden
  4. high burden

Now a minimum threshold can be set for the award of (monetary) allowances, for example, the company specifies that allowances are only granted from level C upwards. The basic remuneration of jobs of the same grade remains the same, but the necessary differentiation is nevertheless guaranteed.

A comparison of different jobs with regard to their "equivalence" thus becomes more precise and transparent, and the granting of allowances can also be made comprehensible, which can also reduce social friction in internal communication.

A further advantage is the flexibility when changing the external conditions of the position while the job specific requirements remain the same. The frequent problem of rebanding / regrouping of jobs is eliminated by working with allowances and the risk that this change is perceived as devaluation or degradation is reduced.

From an organizational theoretical perspective, the modular approach offers further advantages:

  • The requirements-based value relationship (grade based structure) of the positions is retained.
  • The working conditions are adequately taken into account by means of allowances such as "hardship payments".
  • Career steps thus remain justified in terms of content and requirements.
  • The perception of the job grading system in the workforce is not negatively affected.

The gradar approach should help to take working conditions into account when determining salaries in a fair and transparent manner and to comply with local legislation.

Through a consistent evaluation of working conditions, the same and fair standards can be applied across all places in the population of the organisation and different types of burden / stress can be brought into relation. This makes the allocation of allowances fair and comprehensible.

The aim of this table is to show that the assessment of working conditions in a separate location simplifies this process, makes it more transparent and minimises the possible negative effects on the career structure and salary administration.

This modular approach also makes it possible to reduce the workload, with very homogeneous working conditions for the entire workforce. The part not relevant for a differentiation of the evaluation of the jobs could either be omitted or simplified by an organization-wide standard description.

The gradar standard algorithm

The standard algorithm for the evaluation of working conditions contains the following factors:

  • Psychological stress
  • Static physical efforts
  • Dynamic physical efforts
  • Unilateral physical efforts/ forced posture
  • Skill requirements (fine motor skills / dexterity)
  • External influences: Heat, dirt, dust, cold (mechanical / physical)
  • External influences: Nuclear, biological, chemical (NBC)

These factors can be used for a customized model.

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