Needs Planning & Consulting | Organizational Consulting

Position Evaluation

Collective Bargaining and Civil Service Law Meets Reality:

We evaluate what matters.

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Legally sound, practical, differentiated.

Position classification involves the salary grouping of a position under collective bargaining agreements or civil service law – specifically, the question: What is the value of a position within the organization? And which pay grade or salary group is to be derived from it?

We support our clients in making this classification professionally sound and legally compliant – based on current collective bargaining regulations (e.g., TVöD) and established evaluation procedures in the civil service sector. Our work can be part of comprehensive organizational consulting or carried out as a separate project.

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What we provide for you:

If required: Creation or updating of the job description to be evaluated (based on an organizational project or through interviews with supervisors and/or position holders)

Review and evaluation of job descriptions according to the collective bargaining characteristics of the remuneration schedule (TVöD)

Application of standardized evaluation procedures, e.g., the KGSt point-value method for civil service positions

Translation of abstract evaluation principles into the concrete organizational and task structure on site

Individual case evaluation for differing job titles or hybrid forms

Example question from practice:

How should a position with the job title "Shift Leader Control Center" be classified? Does it correspond to the role "Operations Manager" described in the KGSt report with A 11 – or does it functionally deviate?

We clarify these questions by comparing them with evaluation standards and the actual performance of duties on site.
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We always evaluate within context – not by rigid scheme.

Our strength lies in our ability to adapt existing evaluation guidelines to the realities of the labor market and the organization. Because today, evaluation questions are not only legal but also strategic issues – especially in regions with strong competition for qualified personnel.

Our aim is to create position classifications that are both correct under collective bargaining and civil service law, as well as transparent, site-specific, and strategically viable.

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Full-time departments in the public sector

E.g., professional fire departments, dispatch centers, emergency medical services, disaster management agencies, county administrations

Plant fire departments

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