How's this band and designation hierarchy structure look like? We are tech-based company with 30-50 employees. All are mostly in developer's role. Open for your suggestions and feedback. Or let me know if you have anything better in place please. This is just a draft we are thinking to finalize.

To begin with, it seems to be fine. for L1 please change the experience to .6

@Amardeep Agnihotri - noted, thanks

@Nirav Shah to make it more relevant, I would suggest, you define based on either years of experience or the required skill sets for each role (KPIs), you will get resources who will fall out of the experience bracket but will either be eligible for promotion or who would stay in similar role due to skill issues.

@nirav one more point of consideration is to have consensus on how many levels plus IC and people manager tracks

1. If you change L1 to 0.6, it would actually mean 0.6 x 12 = 7 months. 2. Why is the L1 range so narrow? Wouldn't the amount of skill a person gains actually be on a sharper curve in the beginning of their career? 3. Ideally, the ranges should have overlaps. This helps in the long-term. For example, if say you have the L1 range from 2L to 5L, and the L2 range from 4.5 L to 7L, it would be a good idea. (The numbers are just examples, to explain the logic). Because, let's say you have an L1 who is really good, but not worthy of promotion to L2, or you don't have promotion slots in a particular year, etc, you can still give them pay hikes and show them how their salary is actually at par with or higher than an entry level L2.

Agree with Sumit's points and specifically about the range overlap. Years of experience as well as the comp ranges should definitely have an overlap between two levels. Also, I see L1 range going easily from 6 months to 3 years. I personally see value in keeping a window of 3 years in each with one year overlap.

Thank you so much everyone for your valuable insights. 🙌

1. Range Overlap is suggested 2. At higher level like E1 & E2 in your hierarchy, the salary range needs to be much wider. E1 - 15 lpa to 22/23 lpa & a E2 - 20 - 30 lpa. Allows you to accommodate the 3rd "P" of compensation i.e. pay for person.