Skills in job evaluation are the knowledge, abilities and capabilities a role requires to be performed effectively. Under Article 4 of Directive (EU) 2023/970, skills are one of the core criteria for assessing work of equal value. A gender-neutral system should capture technical, cognitive, interpersonal and other relevant skills rather than focusing only on formal qualifications or technical expertise. The Directive also expressly states that relevant soft skills must not be undervalued, which is important where communication, coordination, care, emotional judgement or relationship management form a substantial part of the job.
Jurisdiction: European Union
Assess the Skills the Job Requires
Job evaluation should assess the skills needed to perform the role, not simply the qualifications held by the person currently in it. Relevant evidence can include technical knowledge, professional judgement, problem-solving ability, digital capability, communication, coordination and interpersonal demands. The question is what the job requires at a competent level, not whether one employee happens to have more credentials than necessary.
Formal Qualifications Are Only Part of the Picture
Degrees, licences and certifications can be relevant where the role genuinely requires them, but they should not become the only measure of skill. Experience-based knowledge, complex judgement, tacit knowledge and practical capability may be equally important. Employers should therefore distinguish between entry requirements, genuinely necessary skills and qualifications that are desirable but not essential to the role.
Soft Skills Must Not Be Undervalued
Article 4 specifically states that relevant soft skills must not be undervalued. This matters because communication, conflict management, empathy, coordination, persuasion and emotional judgement can be central to roles in care, administration, customer service, HR and other occupations that may be female-dominated. Treating these abilities as personal traits rather than job requirements can depress the assessed value of the work.
Use Clear Skill Levels
A defensible system should define levels of skill in observable terms. For example, a technical factor might distinguish between routine application of known procedures, independent diagnosis of complex problems and organisation-wide expert authority. Interpersonal skill can likewise be described by the complexity, sensitivity and consequence of the interactions required. Clear levels reduce evaluator discretion and make comparisons easier to explain.
Check for Occupational Bias
Employers should test whether the skill framework rewards some forms of work more readily than others. A model that gives detailed credit for technical expertise but little credit for complex communication, coordination or care skills can systematically favour certain occupations. Cross-functional calibration and review of male-dominated and female-dominated jobs can help identify those patterns.
Document the Evidence Behind the Score
Skill ratings should be traceable to evidence such as job descriptions, role profiles, standard operating procedures, regulatory requirements and validated input from people familiar with the work. The record should show which skill requirements drove the rating and why. This makes the evaluation easier to review and defend when roles are compared or challenged.
Frequently Asked Questions
What counts as skills in job evaluation?
Skills can include technical knowledge, training, experience, problem solving, communication, coordination, interpersonal capability and other abilities genuinely required by the role.
Should job evaluation score the employee's qualifications?
The focus should be on the qualifications and skills the job requires, not additional credentials held by a particular employee.
Do soft skills count under EU pay-transparency rules?
Yes. Article 4 expressly states that relevant soft skills must not be undervalued.
Related Guides
Official Sources
Requirements and practices differ by jurisdiction and organisation. Check current local law, official guidance and professional advice for a specific situation.