Hi Folks! We are looking to implement a level/grade system for 90+ employees, which we aim to design in a way that ensures fairness and transparency for all members of our organization. Can you provide guidance on how to proceed with this?

Hi Swathi, I have done this exercise in my previous organization. I am sharing the base document for you to start

Hi. To start with mapping and grading exercise, basic activity that you should be doing is 1) extract your unique roles with definition 2) grade and level Matrix with grade definition) align your multiple titles to your unique role on grade n level structure. 3) align your structure in uniform manner i.e entry, professional, management n executive catagory 4) ensure you tag experience bracket in a gaping of 3 yrs and over lapping experience of 2 yrs 5) post the excercise is done feed the data with median pay as per unique roles and now herewith you are ready for your internal equity n external equity

@Reema Thanks for sharing the document. Yes, we have done some basic work on the job evaluation

@Reema @Nirzari Sen how many weeks to months would it take for job evaluation comptency mapping point plan method based on your experience?

Hi. With due diligence 5 days would be sufficient

@Swathi R if you are doing this activity for 90+ employees, i dont think you need to work on grading, only Level would suffice, as grading is done in a highly competitive industry for the purpose of promotion and motivation and where are lots of employees in a single department waiting for promotion. Basically, there are 10 levels, L1 - Junior level (6 Months-2 Yrs exp), executives, software engineers. L2 (2-4 Yrs exp)- sr executive, sr software engineer, L3 (4-6 Yrs exp)- asst manager, L4 (6-9 Yrs exp)- Manager, L5 (9-12 Yrs exp) - sr manager, L6 (12-15 Yrs exp)- GM, L7 - AVP, L8- VP, L9 - Sr VP, L-10 CXO's.

To my understanding job grade or job level mean the same except job classification. To decide salaries you have evaluate the roles like step method or point plan method to understand if trainee falls above the engineer or below because since he is a trainee he has to score less to determine if he is in which level or grade. Also, some times my company has VP and no senior vp we have left a grade or level for senior vp as hwe dont have current requirements but in future. We usually say job levelling and salary grade

@Manoj Thanks for sharing. Your input helps. I will DM you.

just to add, once you have done Level classification, experience band bifurcation, designation allocation, you can work on Compensation - check the parity within your organization first, capture experience of all employees, relevant & non-relevant exp, see what salary your paying currently and what designation they have. then map it to the new framework you have prepared. some with higher exp will be at a low designation and/or salary, then check their past performance and map it accordingly. if they were new hire. then you have to prepare a recruitment grid as well. it goes on