InfoPower – AVP Methodology
With its expert team, InfoPower has developed an efficient and analytically exact methodology for the assessment (valuation) of jobs and workplaces. We called it InfoPower-AVP methodology (AVP=Analysis, Valorization, Process approach)
Compared to the world’s leading methodologies (Job Evaluation Method; Ranking Method: Factor Comparison Method; Point Method; Comparative Job Evaluation Method and Hay methodology), the InfoPower AVP methodology respects and represents the synergy of all the mentioned methodologies, and with its approach and detailed criteria, respecting the process orientation we implement a simple methodology that does not create resistance among service users, but users call it:” Friendly methodology”.
Key factors
The three key factors of the AVP methodology are:
- Knowledge (Know-How): This factor focuses on the level of knowledge and expertise required to perform the job. It includes formal education, work experience, the need for specific knowledge and skills.
- Problem Solving: This factor analyzes the complexity of the problems a person faces at work and the degree of independence needed to solve them.
- Accountability: This factor refers to financial responsibility, the impact on the work of others, the importance of decisions made in that workplace and the potential consequences of mistakes.
Advantages of AVP methodology
- Objectivity: Consistent assessment of factors on weighted scales reduces the scope for subjectivity.
- Structure: A clearly defined procedure ensures the transparency of the evaluation process.
- Universality: The AVP methodology can be applied to a wide range of jobs and workplaces and organizations.
Weaknesses of the AVP methodology
- Complexity: Implementation of the AVP methodology can be complex and require expert knowledge.
- Costs: Involving external consultants to implement the AVP methodology can be an expensive process.
- Time: Implementing the AVP methodology can be time-consuming, especially for large organizations.
AVP methodology is a good option for organizations:
- Who need an objective and transparent method for evaluating jobs.
- Where employees with diverse levels of knowledge, skills and responsibilities work.
- Which want to establish a structure for fair and market competitive payment.
What do you ultimately get?
- we evaluate the jobs, not the employees who perform them
- we evaluate the "normal" performance of the workplace
- we evaluate the work as it is today (not what was done or will be done)
- income and employee status do not affect the assessment
- without understanding the job description, there is no evaluation
- line managers participate in the process and make the final decision
- a clear and transparent process ensures acceptance of the evaluation by employees
Additional information
- The AVP methodology can be used to evaluate jobs at all levels within the organization.
- The results of the AVP methodology can be used to establish a salary system (Salary Regulations), career planning, employee development and the like.
- It is important that the AVP methodology is implemented with the participation of employees and their managers.