Validity refers to the degree to which the evaluation assesses what it is supposed to$-$the relative worth of jobs to the organization. Validity of

job evaluation has been measured in two ways: $(1)$ the degree of agreement between rankings that resulted from the job evaluation with an agreed$-$upon ranking of benchmarks used as the criterion, and $(2)$ by "hit rates"$-$the degree to which the job evaluation plan matches $($hits$)$

an agreed$-$upon pay structure for benchmark jobs.