Jobz Consultoria PCS 360

Pay stops being a backroom conversation and becomes criteria.

PCS 360 runs your company's job and salary structure from the first job survey to the approved pay policy, with the path behind every decision on record.

Talk to a consultant See how it works
1,000points on the evaluation scale
12linked steps in the cycle
3levels per salary range
7sections in each job description

The problem

Without criteria, pay is decided by whoever pushes hardest that day.

  1. 01

    Raise requests with no benchmark

    Without a common yardstick, every request becomes a one-off negotiation: the answer depends on who asks, when, and whom.

  2. 02

    Inequity nobody has measured

    People delivering the same work on very different pay, while the company knows neither the size of the gap nor the cost of fixing it.

  3. 03

    Decisions with no cost forecast

    Raises approved without knowing the effect per month, per year and per area. The bill shows up later, already locked into the budget.

Method

An orderly path, led by a consultant.

The work follows linked steps. Each one delivers a piece of the plan, and the system shows what is done and what is still missing.

  1. 01

    Job catalog

    Jobs, areas and descriptions organized and linked to the CBO occupation code.

  2. 02

    Evaluation manual

    Factors and degrees defined for the company's reality, each with its weight.

  3. 03

    Point-factor evaluation

    Every job rated factor by factor, producing scores that compare across areas.

  4. 04

    Grades and market

    Jobs grouped into grades and checked against the current salary survey.

  5. 05

    Salary structure

    Ranges, levels and curve built from the grades and the market reference.

  6. 06

    Impact and policy

    Payroll impact simulated before rollout, and the written pay policy.

PCS cycle governance: the plan's steps with technical basis, status and approval

The system

What your team and the consultancy see together.

Salary range table by grade, with market reference and junior, mid and senior levels

  • Internal equity

    A job-by-job comparison of what the company pays today, the job's score and the market reference.

  • Compa-ratio

    Where each person sits within their job's range: who is below and who is above the midpoint.

  • Rollout simulation

    Scenarios with the difference per person, monthly impact, annual impact and breakdown by area.

  • Import your data

    Payroll and surveys read from spreadsheets (Excel, CSV, ODS) and from PDFs with readable tables.

  • Reports and documents

    Job catalog, salary table, executive report and pay policy, ready to take to the board.

  • Role-based access

    Consultants, HR, managers and auditors see what fits their role, without opening the whole plan to everyone.

Governance

Every pay decision is on record.

PCS 360 organizes the process and the record of decisions. The technical work and validation of the plan are done by Jobz Consultoria consultants together with your company.

  1. A

    Step-by-step approval

    Each deliverable gets a status and approval, with the approver's comment kept with the version.

  2. B

    Audit trail

    Relevant changes are recorded with author and date, so the company can look them up later.

  3. C

    Exception requests

    Pay outside the rules goes through an explicit request and approval, instead of a quiet spreadsheet tweak.

Frequently asked questions

What companies ask before getting started.

What is PCS 360?

It is the Jobz Consultoria system for running a company's job and salary structure. It organizes the job catalog, point-factor evaluation, salary surveys, salary ranges, payroll impact simulation and pay policy, keeping a record of every decision.

Do I have to build the plan on my own in the system?

No. The technical work and validation of the plan are done by Jobz Consultoria consultants together with your company. HR and managers follow along in the system, each with access suited to their role.

How does point-factor job evaluation work?

The company defines factors such as education, experience and responsibility, each with degrees and a weight. Every job is rated factor by factor on a 1,000-point scale, so jobs from different areas can be compared with the same yardstick and grouped into salary grades.

Where does the market pay reference come from?

From the salary surveys the company or the consultancy already use, imported from spreadsheets (Excel, CSV, ODS) or from PDFs with readable tables. The system also checks the Novo CAGED reference from Brazil's Ministry of Labor, with hiring salaries by CBO occupation code for Brazil and by state.

What does the company get at the end?

Job descriptions and catalog, a salary table with grades and levels, payroll impact simulation, an executive report for the board and the written pay policy, with the approval history of every step.

Who can see the company's salaries?

Only people with granted access. Each company works in its own environment, separate from other clients, and consultants, HR, managers and auditors see only what fits their role. Relevant changes are recorded with author and date.

How do I get started?

Fill in the form at pcs360.com.br or message us on WhatsApp at +55 27 3024-1999. A Jobz Consultoria consultant will get in touch to understand where your company stands and what the plan needs to solve.

Next step

Let's look at your pay structure.

A conversation with a Jobz Consultoria consultant to understand where your company stands and what the job and salary structure needs to solve.

  1. 01 You fill in the form
  2. 02 A consultant gets in touch
  3. 03 A conversation about your company's situation

We serve clients in Portuguese, English and Spanish.

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