Weighing stations
Optimize your talent management with the PACI© job weighing method
Give your employees the visibility they need for their professional development. Discover our PACI© method and get in touch with our experts.
+More than 3,500 companies place their trust in us
Understanding your challenges
How can you build employee loyalty through transparent job management?
How do you build a fair, easy-to-communicate internal salary scale that takes into account the weight of each position in terms of Autonomy, Skills and Impact?
How do you identify high-risk jobs (turnover, recruitment)?
How can we take into account the specific contribution of each position to the realization of the Company Project and its specific values?
How do you structure a job classification in line with your strategy?
How can we involve operational managers in estimating the weight of the various items, and thus benefit from their pragmatic vision of the contributions to the various areas we want to weigh up?
The benefits of job weighing
Visibility:
Give your employees a clear understanding of their role.
The PACI job weighing method takes into account the contribution of each job on the 4 fundamental axes (contribution to the Project, Autonomy/responsibility, Complexity and Influence/impact on added value).
Fairness:
Classify each job using an objective, proven method.
It is carried out by a Weighing Committee made up of HR managers, operational managers and an MCR Rewards Consultant, who steers the mission and arbitrations.
Efficiency:
Base your salary decisions on structured data.
The results of this weighing, combined with the reality of existing salaries, market values and collective bargaining minimums, will enable the company to build an internal salary scale that is fair and easy to communicate.
Steps for setting up shift weighing
Our PACI© weighing method is designed for any company wishing to build loyalty among its employees by giving them the visibility they need to develop professionally within a function.
It also enables us to identify jobs where recruitment, retention and/or turnover difficulties may exist.
Step 1
Analysis of trade families and sub-families
Validation and grouping of job descriptions into "Benchmark Jobs".
Step 2
Job evaluation according to 4 axes: Project, Autonomy, Complexity, Influence
Summary of the Company Project's key axes and specific values
Step 3
Creation of a Weighing Committee with managers and HR
Preparation of weighing committee members, then implementation of PACI weighing.
Step 4
Setting up a grading system and building a salary grid
Recommendations for positioning and salary progression by position.
Key figures
1 grading
= 100%
transparency of roles
"Thanks to MCR's very effective support and the implementation of their tools we have a very efficient HR system that is recognized as fair and transparent by our employees."
Jean-Yves RIVIERE
Co-founder Chairman & HR Director, Bureau Vallée
Performance-Based Incentives: Boost Your Teams’ Engagement (And Don’t Wait Until Summer)
Key Points at a Glance: Profit-sharing is only fully effective when it ceases to be merely a payroll item and becomes a tool for managing performance and engagement. With two weeks to go before a regulatory deadline and just as your teams are receiving their...
Pay Transparency: Explaining Pay Gaps in 2026
Key Points at a Glance: The European Directive 2023/970 on pay transparency was adopted on May 10, 2023. European Union member states must transpose Directive 2023/970 into national law by June 7, 2026, at the latest. The directive...
Employee Savings Week: What if profit-sharing became your real driver of performance?
Key Takeaways: During Employee Savings Week, profit-sharing emerges as the most strategic tool for aligning employees with the company’s performance. When well-designed, it helps align value sharing, employee engagement...
Why choose
MCR Rewards
Our mission is to provide tailor-made solutions for the sustainable growth of companies and their employees.
100%
of supported companies have adopted PACI© to manage their HR strategy.
A Payscale study shows that employees who perceive their remuneration as fair are 1.7 times less likely to leave their company.
+20%
employee loyalty through clear and fair classification.
The perception of internal fairness is a key factor in motivation and loyalty. According to a study carried out by the YouGov Institute for PageGroup in July 2024, 7 out of 10 employees are prepared to ask for the median salary of their colleagues.
Optimization
salary reviews with a solid, objective basis.
6 out of 10 companies will favor the publication of salary ranges in job offers (Study carried out by the YouGov institute for PageGroup in July 2024).
Do you have any questions?
The answers can be found here.
What is job weighing and why is it essential for my company?
Job weighing is one of the key tools for defining an internal salary scale that can be communicated to social partners and employees. This communication will become essential with the transposition of the European Transparency Directive in June 2026.
How does the PACI© method work and what are its advantages?
The Weighing is carried out by a Weighing Committee made up of HR and operational managers, who guarantee a concrete vision of the impact of the jobs weighed on the 4 PACI axes.
How can we optimize the relevance of this weighing work?
Weighing up jobs will be all the more relevant if job descriptions and their skills repositories are up to date, and in line with the vision of operational managers. In some cases, it may be necessary to update job descriptions before implementing an effective weighing process.