Calbarry
Metodologija

Pagrįsta metodologija pagal dizainą.

ES darbo užmokesčio skaidrumo direktyva (2023/970) reikalauja, kad darbdaviai praneštų apie atlygio atotrūkius naudodami metodologiją, kurią gali pagrįsti auditoriams ir darbo taryboms. Calbarry įgyvendina Europos lyčių lygybės instituto rekomenduojamą darbo užmokesčio atotrūkio analizės sistemą, fiksuodama kiekvieną įvestį, svorį ir tarpinį rezultatą auditui.

Pagrindas: EIGE Tool 5

Skaičiavimo variklis pagrįstas Europos lyčių lygybės instituto vienodo atlygio sistemos 5 įrankiu, kuris yra metodologinė nuoroda, naudojama ES reguliuotojų ir daugumos valstybių narių gairių dokumentų. Naudojame EIGE vienodos vertės darbo kriterijus — įgūdžius, atsakomybę, pastangas ir darbo sąlygas — kaip keturis palyginamumo ramsčius lyties požiūriu neutraliame pareigybių vertinime.

Keturi ramsčiai sveriami 40 % įgūdžiai · 35 % atsakomybė · 15 % pastangos · 10 % darbo sąlygos. Taikome numatytuosius svorius, paskelbtus EIGE priemonių rinkinio 5 lentelėje; EIGE nurodo, kad jie yra iliustraciniai ir nėra patvirtinti EIGE ar Europos Komisijos. Svoriai platformoje yra konfigūruojami, todėl organizacija gali dokumentuoti pagrįstą nukrypimą registruotu sprendimu.

Pareigybių šeimų taksonomija: funkcijos

Pareigybės grupuojamos į plokščią funkcijų sąrašą — finansai, IT, priežiūra, gamyba ir taip toliau —, apibrėžtą metodologijos versijoje ir naudojamą rinkos priedo įrodymams bei skirtingų šeimų palyginimui tame pačiame lygyje.

Sąrašas sąmoningai lieka nedidelis. Grupavimui nereikia smulkesnės skiriamosios gebos, o profesijų taksonomija klasifikuotų pareigybes pagal tai, kaip darbas vadinamas, o ne pagal jo vertę — būtent to reikalauja direktyva ir tai matuoja balų vertinimas.

Atlygio modelis: 3 straipsnis

Atlygis matuojamas kaip visas atlygis pagal Direktyvos 3 straipsnio apibrėžimą: bazinis atlyginimas plius kintamasis atlygis, ilgalaikės paskatos, išmokos ir įvertinama natūra gaunama nauda. Platforma fiksuoja kiekvieną komponentą atskirai, kad klientas galėtų nagrinėti atotrūkį kiekviename sluoksnyje, ko auditoriai paprastai prašo.

Pakoreguoti ir nepakoreguoti atotrūkiai

Pateikiame du rodiklius greta:

  • Nepakoreguotas atotrūkis — neapdorotas vidutinio atlygio skirtumas tarp grupių. Tai pagrindinis skaičius, dažniausiai cituojamas spaudoje, ir privalomas kaip vienas iš atskleidimo elementų pagal Direktyvos 9 straipsnį.
  • Pakoreguotas atotrūkis — likutinis skirtumas pakoregavus pagal pirmiau minėtus vienodos vertės darbo veiksnius (pareigybių šeima, lygis, patirtis, darbo laikas, vieta ir kliento pagrįstas atlygio juostų dizainas). Šį rodiklį Direktyva naudoja taisomiesiems veiksmams inicijuoti: kai atotrūkis viršija 5 % darbuotojų kategorijoje, atliekančioje vienodą ar lygiavertį darbą, 10 straipsnis reikalauja, kad darbdavys veiktų.

Atskleidžiame regresijos specifikaciją, įtrauktas kontroles ir imties dydį kiekvienai analizės ląstelei. Skaitytojas, norintis atkartoti rezultatą, turi viską, ko reikia.

Ribos ir ataskaitų teikimo įsipareigojimai

  • 9 straipsnis — ataskaitų teikimo įsipareigojimas darbdaviams, turintiems 150 ar daugiau darbuotojų (pirmas ciklas 2027 m., vėliau trejų metų ciklu 150–249 juostai, kasmet virš 250).
  • 10 straipsnis — bendras atlygio vertinimas su darbuotojų atstovais reikalingas, kai pakoreguotas atotrūkis viršija 5 % bet kurioje darbuotojų kategorijoje, atliekančioje vienodą ar lygiavertį darbą, ir kai skirtumo negalima pagrįsti objektyviais, lyties atžvilgiu neutraliais veiksniais.

Ko Calbarry nedaro

Esame skaidrūs dėl įrankio ribų, kad klientai galėtų suplanuoti viduje liekantį darbą.

  • Neteikiame teisinės išvados, ar konkretus pakoreguotas atotrūkis yra „pagrįstas objektyviais, lyties atžvilgiu neutraliais veiksniais.“ Šis sprendimas priklauso kliento teisės patarėjui, remiantis mūsų rezultatais.
  • Nepakeičiame derybų su darbuotojų atstovais, reikalaujamų pagal 10 straipsnį. Pateikiame duomenis, kurie pokalbį paverčia produktyviu.
  • Neteikiame ataskaitų valstybių narių institucijoms kliento vardu. Parengiame ataskaitą; pateikimas lieka darbdavio atsakomybe.
  • Nekoreguojame istorinių atlygio duomenų. Jei klientas atgaline data ištaiso atlyginimo klaidą, ištaisytas šaltinis tampa įvestimi kitam vertinimo skaičiavimui; ankstesni skaičiavimai yra nekeičiami.

Subveiksnių žinynas (EIGE Tool 5)

Keturi ramsčiai skaidomi į 14 subveiksnių, kiekvienas vertinamas 0–5 skalėje — išskyrus Žinias, kurios naudoja išplėstą 0–8 skalę, kad apimtų visą diapazoną nuo formalios kvalifikacijos nebuvimo iki visuotinai pripažintos kompetencijos. Kiekvienas subveiksnys žemiau yra pažodinis EIGE Tool 5 apibrėžimas (įrankių rinkinio 9–22 lentelės); lygių aprašai yra reguliuotojams skirtas atskaitos tekstas. Spustelėkite kortelę, kad išskleistumėte lygių skalę ir sektorių pavyzdžius.

Metodologijos versija eige-v2.0 · preliminari · paskelbta 2026-08-05.

Įgūdžiai

Knowledge

Skalė 0–8

Assesses the level of experience, formal education, training and basic skills necessary to meet the requirements of a job. Skills and knowledge may be learned on the job, off the job and/or through education.

Lygių aprašai
  • 0Does not apply.
  • 1Basic general knowledge. The job requires basic knowledge to carry out simple tasks.
  • 2Basic factual knowledge of a field of work. The job requires simple thinking and practical knowledge to use information, complete tasks and solve routine problems using basic rules and tools.
  • 3Knowledge of facts, principles and general ideas in a job area. The job requires a range of thinking and practical knowledge to do tasks and solve problems by choosing and using basic methods, tools, materials and information.
  • 4Factual and theoretical knowledge in broad contexts within a field of work. The job requires a range of thinking and practical knowledge to find solutions to specific problems in the job or study area.
  • 5Specialised and theoretical knowledge within a field of work and an awareness of the limits of that knowledge. The job requires a comprehensive range of cognitive and practical knowledge to develop creative solutions to abstract problems.
  • 6Advanced knowledge of a field of work with a deep understanding of theories and principles. The job requires high-level knowledge, including expertise and practical knowledge, to solve complex and unexpected problems within a specialised area.
  • 7Very specialised knowledge, including the newest ideas in the field. The job requires deep awareness of knowledge issues within and between fields. Specialised skills are needed for research and innovation to create new knowledge and combine knowledge from different areas.
  • 8Knowledge at the highest, most advanced level in a field and where fields overlap. The job requires the most advanced and specialised knowledge, including combining and judging ideas, to solve critical research and innovation problems and expand or change existing knowledge or professional practice.
Atskaitos pavyzdžiai
  • Administrative assistantL3 · business

    Practical knowledge of office procedures, scheduling and document handling.

  • Software developerL5 · ICT

    Specialised programming knowledge to develop creative solutions to abstract software design problems.

  • Clinical pharmacistL6 · healthcare

    Advanced pharmacology knowledge to resolve complex medication-management problems in a specialised clinical area.

  • Principal research scientistL7 · pharma

    Very specialised knowledge at the frontier of drug discovery; creates new knowledge through original research.

  • Domestic cleanerL1 · elementary

    Basic general knowledge sufficient to carry out simple, predefined cleaning tasks.

Interpersonal & communication

Skalė 0–5

Assesses the verbal, written and interpersonal abilities required to share information, build relationships and manage interactions with colleagues, clients, patients, students or external stakeholders.

Lygių aprašai
  • 0Not applicable.
  • 1Basic communication and interpersonal skills required. The job requires the ability to share simple information clearly and to show courtesy and respect in simple interactions.
  • 2Standard communication and interaction with others. The job holder is required to communicate with colleagues or customers in structured settings. Tact, empathy and basic relationship building are required.
  • 3Effective communication and interpersonal relationships. The job holder is required to adapt communication to different audiences and foster trust, cooperation and positive working relationships.
  • 4Advanced communication and interpersonal skills. The job holder is required to manage complex interactions, mediate interpersonal conflicts and support group collaboration.
  • 5Strong communication and interpersonal skills. The job holder is required to lead communication strategies, influence decisions, manage complex communications and cultivate inclusive, high-trust environments that influence and inspire others.
Atskaitos pavyzdžiai
  • Nursing professionalL5 · healthcare

    Sustained interpersonal effort with patients, families and multidisciplinary teams in emotionally charged settings.

  • Sales account executiveL5 · business

    Leads complex negotiations and influences customer decisions across stakeholders.

  • Contact-centre clerkL5 · service

    Continuous customer-facing communication with conflict de-escalation as a core duty.

  • Machine operatorL1 · manufacturing

    Routine information exchange limited to shift handovers and basic safety acknowledgements.

Problem-solving

Skalė 0–5

Assesses the cognitive complexity, judgement and analytical reasoning required to identify problems, evaluate options and arrive at workable solutions, with or without precedent or guidance.

Lygių aprašai
  • 0Not applicable. The job does not require any problem-solving. Tasks are routine, with no need for independent judgement or solutions.
  • 1Routine problems. The job requires solving minor, routine problems that occur regularly. Solutions are already known and are easy to follow.
  • 2Standard problems. The job involves solving problems with defined alternatives. Some judgement is needed, but help is usually available.
  • 3Variable problems. The job involves dealing with different kinds of problems that require careful thinking, research into different options or adjusting existing ways of doing things. Guidance and resources may be limited.
  • 4Non-standard problems. The job involves solving complex, non-standard problems with multiple factors to consider. Solutions often require careful analysis and the adaptation of current methods.
  • 5Complex problems. The job holder is required to solve highly complex, unique problems with no clear or predefined solutions. Innovative solutions are needed, requiring critical thinking.
Atskaitos pavyzdžiai
  • Senior software developerL5 · ICT

    Designs original solutions for highly complex, unprecedented technical problems.

  • Chemist (R&D)L5 · pharma

    Investigates novel reaction mechanisms with no predefined experimental procedure.

  • Management consultantL5 · business

    Diagnoses ambiguous strategic problems for clients with no standard methodology.

  • CashierL1 · service

    Recurring transactional issues addressed by established procedures.

Planning & organisational

Skalė 0–5

Assesses the planning horizon, autonomy and complexity of organising work, including the coordination of multiple tasks, interdependencies, deadlines and resources across people or functions.

Lygių aprašai
  • 0Not applicable. The job does not require any planning or organisational skills.
  • 1Limited planning required. Tasks are set by others or are predefined, with minimal need for adjustment.
  • 2Basic organisational skills required. The job involves planning and organising one's own work within set deadlines. Some input into scheduling and prioritisation of tasks.
  • 3Moderate organisational skills required. The job requires the organising and prioritising of multiple tasks, with some level of adjustment to plans on the basis of changing circumstances or deadlines.
  • 4Advanced organisational skills required. The job requires planning and managing complex, often overlapping tasks or schedules. The job requires a degree of autonomy and joint planning, and managing interdependencies across teams or departments.
  • 5High-level planning and organisational skills required. The job requires the formulation of long-term strategic plans and the handling of uncertainty. It involves a high level of autonomy, requiring the defining of organisational direction through structured and forward-thinking planning.
Atskaitos pavyzdžiai
  • HR managerL5 · business

    Owns multi-year workforce-planning across the organisation.

  • Production engineerL4 · manufacturing

    Coordinates overlapping production schedules across shifts and lines.

  • Executive secretaryL4 · business

    Manages overlapping executive calendars and cross-functional logistics with autonomy.

  • Domestic cleanerL1 · elementary

    Tasks and schedule set by others; minimal need for adjustment.

Physical skills

Skalė 0–5

Assesses the dexterity, coordination, precision and physical technique required by the job — distinct from generic physical effort, which is captured separately under Effort.

Lygių aprašai
  • 0Not applicable. The job does not require any particular physical skills (although there is likely to be some physical activity).
  • 1Minimal physical skills required. The job requires basic physical skills, such as handling light objects or using simple tools.
  • 2Basic physical skills required. The job requires some physical skills that involve light to moderate physical effort. There is some requirement for dexterity beyond the everyday needs of life. Manipulation may be required, but precision is not necessary.
  • 3Moderate physical skills required. The job requires physical effort beyond basic tasks, such as the careful handling of fine tools, materials or people. Dexterity and hand-eye coordination are typically required. There is a need for precision and/or speed.
  • 4High level of physical skills required. The job requires frequent physical exertion and the use of advanced physical skills or techniques in demanding conditions. The work generally involves detailed levels of hand-eye and sensory coordination and/or speed.
  • 5Expert physical skills required. The job requires expert-level physical skills, often in specialised conditions, including high-level coordination, precision, endurance or speed. This includes high levels of hand-eye and sensory coordination, in addition to precise hand or finger dexterity, which are fundamental parts of the job.
Atskaitos pavyzdžiai
  • SurgeonL5 · healthcare

    Expert hand-eye coordination and precision dexterity are fundamental.

  • Skilled machinistL4 · manufacturing

    Advanced dexterity with fine tools in demanding workshop conditions.

  • Nursing professionalL3 · healthcare

    Careful handling of patients and clinical instruments with precision.

  • Administrative assistantL1 · business

    Light office tasks; no dexterity beyond everyday needs.

Atsakomybė

People

Skalė 0–5

Assesses the degree of responsibility for the welfare, development, supervision or care of other people — staff, patients, students, clients or vulnerable populations.

Lygių aprašai
  • 0Does not apply. The job does not require any responsibility for people.
  • 1Very limited. Not required to supervise or perform a caregiving role. The job may involve providing basic guidance to or orientation for others, such as helping new colleagues settle in.
  • 2Basic responsibility for people. Provides support, guidance or advice to individuals or small teams. This could include assisting with personal development, providing informal mentoring or guiding others through tasks with minimal decision-making power. It may involve contributing to others' sense of safety and comfort, but with limited decision-making authority or accountability for outcomes.
  • 3Moderate responsibility for people. The job includes overseeing or coordinating the work and well-being of others. This may involve supervising, providing regular support, managing conflicts, responding to an individual's needs and ensuring the personal and professional development of individuals.
  • 4High level of responsibility for people. The job involves significant responsibility for the well-being and development of others. This includes making decisions that affect others' jobs, tasks or welfare, such as managing teams, providing care, teaching or ensuring psychological safety. It can also include hiring, evaluating, motivating, coaching and leading workers.
  • 5Full responsibility for people. The job involves complete responsibility and accountability for the well-being and development of others (including patients or children) and/or leading, directing and managing others, including setting objectives, making strategic decisions and overseeing the welfare and development of those under supervision. It includes hiring, firing, evaluating, motivating, training, developing staff, conducting pay reviews, determining pay and staffing levels, or managing complex care or support systems. The job involves overall accountability for managing an organisation's entire workforce or a significant part of a large organisation.
Atskaitos pavyzdžiai
  • HR managerL5 · business

    Full accountability for hiring, pay and development across the workforce.

  • Nursing professionalL4 · healthcare

    Direct responsibility for patient welfare and clinical decisions.

  • Sales team leadL3 · business

    Coordinates the work and development of a sales team.

  • Software developer (IC)L1 · ICT

    Responsible only for own work; informal peer guidance only.

Goods & equipment

Skalė 0–5

Assesses responsibility for the care, maintenance, security, procurement and life-cycle management of physical goods, tools, equipment and other tangible assets.

Lygių aprašai
  • 0Not applicable. The job does not involve any responsibility for goods or equipment.
  • 1Limited responsibility for goods or equipment. The job involves the care and proper use of low-value tools or materials, with minimal responsibility for their maintenance or security.
  • 2Some responsibility for goods or equipment. The job involves the use and maintenance of equipment or stock, and the job holder is responsible for ensuring resources are used appropriately and safely.
  • 3Moderate responsibility for goods or equipment. The job involves the regular use and maintenance of more valuable equipment or materials. It may include managing resources or ensuring equipment stays in good condition.
  • 4Considerable responsibility for goods or equipment. The job involves overseeing valuable resources, making sure they are secure, maintained and functioning to meet goals. This includes protecting important physical or natural assets and deciding on the ordering of various equipment and supplies.
  • 5Full responsibility for goods or equipment. The job involves managing the entire life cycle of goods or equipment, including buying, maintenance, security and disposal. It may involve handling high-value or sensitive assets and planning for long-term resource needs. This includes ordering a wide range of valuable equipment and possibly adapting or designing equipment, buildings, land or other physical resources.
Atskaitos pavyzdžiai
  • Industrial engineerL4 · manufacturing

    Oversees valuable production equipment and decides on procurement.

  • ICT service managerL2 · ICT

    Responsible for IT-asset use and basic life-cycle, less for high-value plant.

  • Farm workerL3 · agriculture

    Regular use and maintenance of mid-value agricultural equipment.

  • Marketing professionalL1 · business

    Care of personal office tools only.

Information

Skalė 0–5

Assesses responsibility for sourcing, processing, analysing, safeguarding and deciding the use of information — particularly sensitive, confidential or strategically valuable data.

Lygių aprašai
  • 0Not applicable. The job does not require any responsibility for information.
  • 1Very limited responsibility for information. The job involves using basic information to perform tasks, with little or no responsibility for sourcing, processing or safeguarding the information.
  • 2Limited responsibility for information. The job requires the individual to gather, process or share information in a controlled way, following guidelines or predefined procedures.
  • 3Moderate responsibility for information. The job involves managing information to ensure it is accurate, of high quality and secure. The job holder may make decisions about the handling of sensitive data.
  • 4Considerable responsibility for information. The job manages large amounts of valuable or sensitive information, deciding what is needed and how it is used and ensuring it is protected.
  • 5Full responsibility for information. The job has major responsibility for sourcing, analysing and deciding on information use, ensuring legal and strategic compliance, and overseeing how information is managed organisation-wide.
Atskaitos pavyzdžiai
  • Lawyer (in-house counsel)L5 · business

    Custodian of confidential legal information across the organisation.

  • ICT service managerL5 · ICT

    Accountable for organisation-wide information management and security.

  • AccountantL5 · business

    Manages large amounts of sensitive financial information with legal compliance duties.

  • CashierL1 · service

    Uses basic transactional information with no safeguarding role.

Financial resources

Skalė 0–5

Assesses responsibility for financial resources — handling cash, processing transactions, managing budgets, allocating spend and making strategic financial decisions on behalf of a unit or organisation.

Lygių aprašai
  • 0Not applicable. The job does not require any responsibility for financial resources.
  • 1Very limited responsibility for financial resources. The job involves handling small amounts of cash or processing simple transactions, such as recording expenses or maintaining basic financial records.
  • 2Limited responsibility for financial resources. The job involves handling limited financial resources, such as managing small budgets, processing invoices or participating in financial planning discussions.
  • 3Moderate responsibility for financial resources. The job requires handling significant financial resources, including managing budgets, overseeing expenditures, being accountable for spending and participating in financial decision-making.
  • 4Considerable responsibility for financial resources. The job involves managing large budgets or financial portfolios, making decisions on allocations or overseeing the financial integrity of a department or organisation. The job may include liaising with auditors or financial officers.
  • 5Full responsibility for financial resources. The job involves taking complete responsibility for financial planning and oversight across the organisation, including setting budgets, developing financial policies, making strategic financial decisions affecting the entire organisation and liaising with external financial bodies or auditors.
Atskaitos pavyzdžiai
  • Sales & marketing managerL5 · business

    Owns the commercial P&L and major budget decisions.

  • AccountantL5 · business

    Accountable for the financial integrity of the department / organisation.

  • Commercial sales representativeL3 · business

    Manages an individual sales quota with spend accountability.

  • Domestic cleanerL1 · elementary

    No budget authority.

Pastangos

Mental effort

Skalė 0–5

Assesses the intensity, duration and consequence of cognitive concentration required by the job — including analytical focus, judgement under pressure and the cost of attention lapses.

Lygių aprašai
  • 0Not applicable. The job does not require any significant mental effort or concentration.
  • 1Limited mental effort. The job involves tasks that require only low levels of mental effort, such as basic attention and following simple instructions with few competing demands for attention.
  • 2Moderate mental effort. The job involves tasks that require focus, such as analysing straightforward information or performing repetitive tasks that require attention to detail.
  • 3High level of mental effort. The job involves frequent concentration on complex tasks that require considerable mental effort, such as interpreting complex data.
  • 4Very high level of mental effort. The job requires continuous high-level mental concentration, with few or no breaks, and includes intellectually demanding tasks that require continuous focus.
  • 5Intense mental effort. The job involves sustained, intense mental effort for long periods, often requiring creative thinking and managing complex or novel problems.
Atskaitos pavyzdžiai
  • Specialist medical practitioner (surgeon)L5 · healthcare

    Sustained intense concentration under high consequences.

  • Software developerL5 · ICT

    Long stretches of complex problem-solving and abstract reasoning.

  • Contact-centre clerkL3 · service

    Frequent focus on customer issues with limited recovery time between calls.

  • Domestic cleanerL1 · elementary

    Routine attention to predefined tasks.

Psychosocial & emotional effort

Skalė 0–5

Assesses the emotional labour required by the job — the management of one's own emotions when exposed to distress, conflict, hostility, vulnerability or sustained interpersonal pressure. Often undervalued in feminised work; explicit anchors counter this.

Lygių aprašai
  • 0Not applicable. The job does not require any psychosocial or emotional effort.
  • 1Minimal psychosocial and emotional effort. There is little to no need to manage emotional responses. The job involves minimal exposure to emotionally demanding situations.
  • 2Occasional psychosocial and emotional effort. The job requires occasional involvement in emotionally demanding situations, such as handling minor conflicts or dealing with upset individuals.
  • 3Moderate psychosocial and emotional effort. The job requires the regular management of emotional responses, such as dealing with sensitive or challenging individuals or situations.
  • 4High psychosocial and emotional effort. The job involves frequent exposure to emotionally charged situations, requiring significant resilience and the managing of personal emotions while interacting with others.
  • 5Extreme psychosocial and emotional effort. The job involves constant exposure to highly emotional or stressful circumstances, requiring continuous emotional control and the ability to manage highly sensitive, vulnerable or distressed individuals.
Atskaitos pavyzdžiai
  • Nursing professionalL5 · healthcare

    Constant exposure to suffering, grief and high-stakes patient interaction.

  • Social worker / counsellorL5 · service

    Sustained work with vulnerable, distressed populations.

  • Contact-centre clerkL4 · service

    Frequent emotionally charged customer interactions and conflict de-escalation.

  • Software developer (IC)L1 · ICT

    Limited exposure beyond ordinary collegial interaction.

Physical effort

Skalė 0–5

Assesses the physical exertion required by the job — lifting, sustained posture, repetitive motion, prolonged standing or walking, and other physically demanding tasks.

Lygių aprašai
  • 0Not applicable. The job does not require any physical effort.
  • 1Minimal physical effort. The job involves light physical tasks, such as occasional lifting or moving light objects.
  • 2Low physical effort. The job involves moderate physical effort, such as standing for long periods, occasional lifting, or repetitive or monotonous movements.
  • 3Moderate physical effort. The job requires consistent physical effort, such as regular lifting of moderate weight, manual handling of materials, prolonged standing or walking or monotonous or repetitive hand/arm movements.
  • 4High physical effort. The job requires frequent heavy lifting, physically demanding and repetitive tasks, or prolonged exposure to physically tough conditions.
  • 5Extreme physical effort. The job requires continuous heavy lifting and/or physical effort, often in challenging conditions, including lifting heavy loads, extensive manual labour, physically demanding environments, or tasks that involve sustained, monotonous motion with little opportunity for rest or variation.
Atskaitos pavyzdžiai
  • Domestic cleanerL4 · elementary

    Frequent lifting and repetitive cleaning motions over a shift.

  • Nursing professionalL4 · healthcare

    Physical handling of patients, prolonged standing and walking.

  • Machine operatorL3 · manufacturing

    Consistent manual handling and prolonged standing.

  • AccountantL1 · business

    Sedentary office work.

Darbo sąlygos

Environment (physical & psychological)

Skalė 0–5

Assesses exposure to unpleasant, hazardous or harmful physical and psychological working conditions, including chemicals, noise, temperature extremes, infection, violence, harassment or crisis situations.

Lygių aprašai
  • 0Not applicable. No exposure to unpleasant, dangerous or challenging physical, psychological or emotional working conditions, and no risk of injury or health issues.
  • 1Minimal exposure to hazards or stress. The job involves little or no exposure to physical hazards (e.g. chemicals, moving equipment, noise) and minimal emotional or psychological risks (e.g. occasional routine tasks with no emotional burden). There is minor exposure to dust, dirt, fumes, noise, waste, poor lighting, etc.
  • 2Occasional exposure to hazards or stress. The job involves occasional exposure to mild physical risks (e.g. working with light machinery, occasional noise) or psychosocial risks (e.g. occasional interpersonal conflict or minor repetitive tasks). Exposure occurs two to three times a year.
  • 3Regular exposure to hazards or stress. The job requires regular exposure to physical hazards (e.g. exposure to chemicals, temperature extremes or minor risk of injury) or moderate psychological risks (e.g. isolation, repetitive tasks or occasional threats of violence). It may occur monthly or as a build-up of milder hazards.
  • 4Frequent exposure to significant hazards or stress. The job involves frequent exposure to physical risks (e.g. working in high-risk environments, regularly handling chemicals or safety risks such as cuts or abrasions) or significant psychosocial risks (e.g. handling threats of violence, harassment or prolonged exposure to high-pressure situations).
  • 5Constant exposure to extreme hazards or stress. The job requires continuous exposure to severe physical hazards (e.g. handling dangerous chemicals, working with heavy machinery or significant risk of injury) or high-level psychosocial risks (e.g. high emotional strain, constant exposure to harassment or working in crisis situations).
Atskaitos pavyzdžiai
  • Nursing professionalL4 · healthcare

    Regular exposure to infection risk and emotionally charged scenes.

  • Machine operatorL4 · manufacturing

    Frequent exposure to noise, moving machinery and safety risks.

  • Chemist (R&D)L3 · pharma

    Regular handling of laboratory chemicals under controlled conditions.

  • HR managerL1 · business

    Office environment with minimal hazard exposure.

Organisational environment

Skalė 0–5

Assesses organisational demands on the job holder's time and availability — irregular hours, night shifts, travel, on-call requirements, and digital connectivity expectations beyond standard working hours.

Lygių aprašai
  • 0Not applicable. The job does not involve irregular working hours, travel or other organisational demands.
  • 1Minimal organisational demands. The job requires standard working hours with no night shifts or irregular schedules. There is little or no need for travel or digital connectivity beyond typical working hours.
  • 2Occasional organisational demands. The job may involve occasional irregular hours (e.g. the requirement to work weekends or holidays), minimal travel or limited digital connectivity outside normal working hours.
  • 3Regular organisational demands. The job requires regular shift work, night shifts or irregular hours and involves moderate travel or frequent digital connectivity after hours.
  • 4Frequent organisational demands. The job requires frequent night shifts, irregular working hours and extended periods of digital connectivity. Regular travel between locations or to external workplaces is also required.
  • 5Constant organisational demands. The job involves constant exposure to irregular working hours, frequent night shifts, extensive travel (both local and international) and ongoing digital connectivity, often requiring work outside normal hours, including weekends and public holidays.
Atskaitos pavyzdžiai
  • Nursing professionalL5 · healthcare

    Constant shift work, nights and weekends.

  • Technical / medical sales repL4 · business

    Frequent travel and after-hours connectivity with customers.

  • Sales & marketing managerL4 · business

    Travel and ongoing digital connectivity outside standard hours.

  • Administrative assistantL3 · business

    Some irregular hours and after-hours connectivity for executives.

  • Domestic cleanerL2 · elementary

    Occasional weekend or holiday work; otherwise predictable schedule.

Matuojame savo pačių šališkumą

DI vertintojas nėra nešališkas. Jo pranašumas prieš komisiją tas, kad šališkumas yra sistemingas, taigi išmatuojamas, taisomas ir audituojamas — neišmatuotas DI yra blogiau nei komisija, nes jo klaida vienodai kartojasi kiekvienoje pareigybėje. Todėl prieš aktyvuojant metodikos versiją ji patikrinama: bent 40 ranka įvertintų pareigybių, pusė jų — su moterų persvara, tos pačios pareigybės įvertinamos sistema, o skirtumas regresuojamas pagal lyčių sudėtį, kontroliuojant, kiek darbas yra kognityvinis. Gautas koeficientas skelbiamas čia — nesvarbu, ar testas išlaikytas.

Dabartinei versijai dar neišmatuota.

Metodika eige-v2.9 neturi paskelbto šališkumo koeficiento, nes etaloninės aibės, su kuria jis būtų matuojamas, dar nėra. Testui reikia bent 40 pareigybių, ranka įvertintų per anketą, pusės jų — su moterų persvara; ankstesnė aibė buvo vertinama pagal pareigybių aprašus ir nepalyginama su iš anketos gautais lygiais. Kol tokia aibė nesudaryta, šis puslapis verčiau nieko nesako, nei įvardija skaičių.

Riba yra ±{threshold} pakopos. Versija, kurios koeficientas už jos ribų, neaktyvuojama. Skelbiame skaičių, o ne verdiktą, nes verdikto patikrinti negalima, o koeficiento — galima.

Audituojamumas

Kiekvienas vertinimo skaičiavimas fiksuoja įvestis, konfigūraciją (svorius ir perrašymus), tarpinę statistiką ir galutinius rezultatus nekeičiamame įraše. Skaičiavimus po metų gali iš naujo atverti bet kuris vaidmuo su skaitymo prieiga; audito žurnalas rodo, kas juos paleido, kas peržiūrėjo ir kas pasikeitė tarp skaičiavimų.

Daugiau informacijos

Pirkimų peržiūrai arba norėdami išsamiai aptarti metodologiją su vienu iš jūsų atlygio vadovų, susisiekite su mumis.

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