The job evaluation problem presents particular characteristics, the most important of which are: (1) the existence of multiple factors that influence the evaluation; (2) the decision is often the duty of a committee; and (3) the available data include fussiness while the description, responsibilities and requirements of the jobs are usually not precisely determined. Nevertheless, job evaluation for large organizations is a crucial activity that enables the rationalization of the links between the importance of a job and the corresponding rewards. In this paper a multicriteria disaggregation-aggregation approach is proposed to deal with the problem. Specifically, the UTA-II method was used in order to assess a consistent additive value model that allows the ranking of the jobs according to its relative importance. An application of this approach into a large Greek organization is also described in order to present the adjustment of the multicriteria disaggregation-aggregation philosophy to this kind of evaluation problems. The implementation of this research project was supported by the MIIDAS system, which applies the above-mentioned approach.