Table of Contents
Overview
Our Job Evaluation Tool (JET) is your go‑to solution for fair occupation evaluations. However, that fairness is entirely dependent on the completeness and accuracy of the information you provide JET about your organisation, employees, and occupations.
This is important because it forms a core part of your organisation’s obligations under Directive (EU) 2023/970, such as responding appropriately when employees exercise their rights and request information about their pay position or raise claims related to equal pay.
✅ Top tip: Keeping your data complete and up to date increases confidence in JET’s evaluation of the relative value of occupations in your organisation, helping you structure, justify, and explain pay decisions within the timeframes set out in the Directive.
So, let’s get your company shipshape ⛵ on Indigo by setting up a rich and reliable information environment for JET to use!
This article is divided into two parts, explaining:
What information you need to gather about your company before using JET so your company records are accurate and ready to be used by JET.
What you need to configure inside JET itself.
Preparing your Company Information Before Using JET
⚙️ Product tip: This process will involve features from our Indigo HR (including the Employees screen and several support files) and Indigo Payroll & Leave menus.
📜 Note: For the purposes of JET, you will not require prior access to these screens. Access will be granted once JET has been acquired. Learn more!
To deliver the best results, the Job Evaluation Tool (JET) relies on accurate and well-maintained company information. Keeping this information current is essential to ensure everything runs smoothly and supports accurate reporting, compliance, and day-to-day operations.
Before you access JET itself, you should ensure that:
All of your employees are listed in your company in Indigo.
All roles in your company have been listed, including a detailed description of what the role is about.
JET's AI will use this to better evaluate your occupations.
Each of your employees has been assigned the correct occupation.
Any form of remuneration beyond basic pay is also logged as a pay item.
This includes payroll and non-payroll items.
📣 Hey! Have a lot of data to import into Indigo to get all of your employees on-boarded and occupations set up? We have import/export methods. Read more!
1. Employee Information
Adding employees to your Indigo company is a process that for the most part takes place in HR > Main > Employees. On this screen you'll be registering your employees by inputting their personal information in the correct fields. Some other fields require specific information that needs to be set up before hand, for which you'll need to configure all relevant support files ahead of employee creation.
The lists below mark the information you need to register your employees. For further instructions, please consult our Setting Up Employees collection of articles via the button below.
Core Employee Information Checklist (click to expand)
Core Employee Information Checklist (click to expand)
Code
Surname
Name
Sex (❗This is especially relevant for the gender pay-gap analysis required by the directive)
Date of birth
Civil status
Mandatory Support File Checklist
Mandatory Support File Checklist
Employment Type
Work Schedule
Tax Profile
Short-term Benefits
Payroll Frequency
Payment Type
Payslip method
Default Cost Centre
2. Occupation Informaiton (Complete with Further Descriptions)
💡 By the way! In Indigo, your employees' jobs or roles are called occupations and they are managed in the Occupations page.
Instructions
Instructions
Go to HR > Employee Setup > Occupations.
Click ➕ Insert in the toolbar.
Fill in the following fields:
Code: write a unique reference code for the position.
Description: enter the job title that best describes the occupation.
⚠️ This is not the description that JET will use. The required description is covered in steps 5-8)
ESG Classification: pick the most accurate classification of the job to be used for your Insights ESG dashboard's reporting.
Click on the Save icon.
Back in the Occupations page, click on the occupation you have just created (or any other if you're editing already existing occupations).
Switch to form view using the button in the top right.
Update the Further Description field.
⚠️ Information put into this field is required by JET to understand what the occupation is about and its value to your company, so leave no detail behind!
Click the Save icon again.
3. Assigning Occupations to your Employees
Instructions
Instructions
Go to HR > Main > Employees.
Double-click the required employee to edit.
Go to the Position History (Basic Pays) tab.
Click the Insert button in the toolbar to add a new entry (Note: to change an existing item in the grid, click on it then the Edit button in the toolbar.
Fill in the required fields. For our current purpose, the most crucial fields are:
Effective date: Employee's start date in this role.
Occupation: The job's name, chosen from a drop down of all roles in your Occupations page.
Basic pay amount: The employee's gross wage (not 40-hour equivalent) or gross hourly rate.
Click the Save icon.
📜 Note: the occupation must already exist in HR > Employee Setup > Occupations before you can select it. Have a missing occupation? Create it by following these instructions! ⬆️
4. Perks and Other Types of Pay Items
🤔 Keep in mind: For an analysis compliant with the directive, JET evaluates employee pay holistically. This goes beyond the base salary assigned when an employee is allocated to an occupation, and considers the employee’s total remuneration.
To ensure fully accurate and directive‑compliant results, all relevant pay components must be correctly set up and maintained in Indigo, including:
Basic pay: Fixed salary or wage linked to the employee’s role or grade.
Variable pay: Pay elements that may fluctuate from pay period to pay period, such as bonuses, commissions, overtime, allowances, and other performance‑ or condition‑based payments.
Benefits and complementary items (cash and in kind): Non‑salary components received in respect of employment, including benefits and perks. This includes non‑payroll items such as private health insurance, company cars, stock or share plans, and similar benefits that form part of the employee’s total reward package.
⚠️ Warning: If this information is incomplete or misclassified, it can lead to unreliable comparisons, flawed benchmarking, and inaccurate assessments of pay equity.
Instructions
Instructions
Go to Payroll & Leave > Pay Items.
Click on the Insert ➕ icon on the far left of the toolbar.
Fill in the Details, Options and Based On sections in the Pay Items screen and click ✔️ Save.
📋 Note: if you select 'Perks' as payment type, only the Details section will be displayed.
📚 Further Reading: please consult the following guides on this topic:
Within JET
If you’ve followed this guide to this point and completed the necessary setup, you’re ready to get started with JET! 🥳 The next step is to configure the tool to suit your organisation’s needs and ensure your evaluations and reporting remain compliant. This section serves as a directory to our latest JET documentation, focused on giving you quick access to the screens and instructions you need.
As such, everything mentioned here takes place in HR > Main > Job Evaluation Tool.
Occupation Evaluation Requirements
The first milestone in your JET journey and a primary goal required for compliance with the EU directive is the evaluation of occupations within your company. To be able to conduct such evaluations, there are two things that need setting up within JET:
The Job Evaluation Profile
The Evaluation Criteria
Both are extensively covered in this article, but here are a few highlights to get you going:
To set up your Job Evaluation Profile, you'll need to know the industry that your company operates in. You'll select this from a pre-existing dropdown menu, but it is determined by your company's NACE code.
You'll also need a good, comprehensive description which summarises your company's operations. Whatever you type in will inform JET—and its AI capabilities—about the structure and needs of your organisation, so treat it as more than just an opportunity to advertise your company's portfolio.
You should include details such as:
Business type and size
Services offered
Typical workforce composition
Unique operating features
🌟 Sample Description with Adequate Amount of Detail (click to expand)
🌟 Sample Description with Adequate Amount of Detail (click to expand)
The Sea Shanty Inn is a 3‑star boutique inn located in Marsaxlokk, Malta, operating year‑round and catering primarily to leisure travellers, couples, and small families seeking a traditional seaside experience paired with reliable hospitality services.
The inn employs approximately 35–45 employees, combining full‑time, part‑time, and seasonal staff, with workforce levels increasing during peak tourist months.
Core Operations and Services
The Sea Shanty Inn provides a full range of services typical of a high‑quality 3‑star hotel, focused on comfort, cleanliness, food service, and guest experience.
Accommodation
Approximately 30 guest rooms, including standard double rooms, twin rooms, and limited family rooms
Daily housekeeping and linen services
Front desk operations including reservations, check‑in/check‑out, billing, and guest enquiries
Night reception coverage during weekends and peak season
Food & Beverage
On‑site casual seafood restaurant inspired by local Maltese cuisine
Breakfast service for hotel guests
Lunch and dinner service for guests and walk‑in customers
Small wine and beverage offering, including local wines
Poolside snack and drinks service during summer months
Leisure & Facilities
Outdoor swimming pool
Pool terrace with sunbeds and bar service
Basic fitness and wellness offerings (e.g. partnerships with local providers)
Limited on‑site parking area
Concierge and guest assistance services (taxis, tours, excursions)
Workforce Composition and Occupations
To maintain its service standards, reputation, and 3‑star classification, the Sea Shanty Inn relies on a diverse, multi‑skilled workforce, covering the following occupational groups:
Hotel Operations
General Manager
Assistant Hotel Manager
Front Office Supervisor
Receptionists / Front Desk Agents
Night Receptionists
Reservations and Administration staff
Housekeeping and Maintenance
Housekeeping Supervisor
Room Attendants / Housekeepers
Public Area Cleaners
Maintenance Technicians (general repairs, pool maintenance, basic electrical and plumbing)
Laundry and linen handling staff (in‑house coordination)
Food & Beverage
Head Chef (experienced in seafood and Maltese cuisine)
Sous Chef
Line Cooks / Kitchen Assistants
Restaurant Supervisor
Waiters / Servers
Bartenders (including poolside service)
Kitchen Stewards / Dishwashers
Pool and Guest Services
Pool Attendants (safety, cleanliness, towel handling)
Guest Service Assistants
Concierge or multi‑role front‑of‑house staff during peak periods
Support Roles
HR and payroll administration (in‑house or shared)
Finance and accounts support
IT and systems support (internal or outsourced)
Skills, Responsibility, and Pay Differentiation
Roles at the Sea Shanty Inn vary widely in:
Skill level (from entry‑level service roles to highly skilled chefs and managers)
Responsibility (guest safety, food hygiene, cash handling, supervision)
Working conditions (shift work, weekend work, seasonal fluctuations)
As a result, employee remuneration includes a combination of:
Basic pay linked to role, grade, or experience
Variable pay, such as overtime, night work premiums, service‑related bonuses, and seasonal incentives
Complementary benefits, including meals on duty, uniforms, employer‑provided insurance benefits, and other role‑specific perks
Unique Operating Features
Strong emphasis on local culture and seafood cuisine, requiring skilled kitchen staff
Seasonal demand peaks requiring workforce scaling and temporary contracts
Pool operations requiring additional safety, cleaning, and service roles
Combination of hotel guests and walk‑in restaurant customers
Close interaction with local tourism operators and transport services
Summary
The Sea Shanty Inn is a medium‑sized hospitality operation whose daily functioning depends on a carefully coordinated mix of operational, service, technical, and managerial roles. Maintaining service quality and reputation requires a workforce with appropriate skills, experience, and responsibility levels across all departments, supported by transparent and consistently applied pay structures.
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