Hi Seniors,
Could anyone assist me on how to differentiate employees with different pay structures based on grades? We are planning to formulate a pay structure with grades in our company. Currently, we have a list of designations for our employees:
1. Directors
2. Project Coordinator
3. Project Manager
4. Team Lead
5. Sr. Software Engineer
6. Software Engineer
7. Flash Programmer
8. Sr. Flash Programmer
9. Web Designer
10. Software Test Engineer
We also have Middle Management Staff:
1. Sr. HR Executive
2. HR Executive
3. Administrator
4. System Administrator
5. Accounts
Please guide and suggest me on this!
Thanks in Advance. 😊
Esther
From India, Madras
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3Could anyone assist me on how to differentiate employees with different pay structures based on grades? We are planning to formulate a pay structure with grades in our company. Currently, we have a list of designations for our employees:
1. Directors
2. Project Coordinator
3. Project Manager
4. Team Lead
5. Sr. Software Engineer
6. Software Engineer
7. Flash Programmer
8. Sr. Flash Programmer
9. Web Designer
10. Software Test Engineer
We also have Middle Management Staff:
1. Sr. HR Executive
2. HR Executive
3. Administrator
4. System Administrator
5. Accounts
Please guide and suggest me on this!
Thanks in Advance. 😊
Esther
From India, Madras
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Hi Kirubaemmu,
First things first, you must understand the importance of these job positions in your organizational chart to establish the nature and level of the jobs. The next step is to classify them into job ladders and job families, vertically and horizontally, in a way that fits into your grade structure pay bands. Basically, this exercise is judgmental of the position and nature of the job, which is determined based on the current market price of the job to fit into a particular grade.
I hope you understand my point, and this will help you in building a pay structure. Please acknowledge my advice by return mail so I know what is missing.
Cheers,
Sawant
From Saudi Arabia
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First things first, you must understand the importance of these job positions in your organizational chart to establish the nature and level of the jobs. The next step is to classify them into job ladders and job families, vertically and horizontally, in a way that fits into your grade structure pay bands. Basically, this exercise is judgmental of the position and nature of the job, which is determined based on the current market price of the job to fit into a particular grade.
I hope you understand my point, and this will help you in building a pay structure. Please acknowledge my advice by return mail so I know what is missing.
Cheers,
Sawant
From Saudi Arabia
Acknowledge(0)Amend(0)
Hi Sawant,
Thank you for your prompt reply. I appreciate your valuable insights. As you mentioned, it is essential to classify into job ladders and job families. Could you please provide a brief explanation to help me understand this concept better?
If I am correct, the classification would look like this:
Job Ladder:
1. Directors
2. HR/Admin
3. Project Manager/Project Coordinator
4. Software Engineers/Flash Programmers/Flash Designers
5. Trainees
Job Families:
1. Directors
2. HR:
a. Sr. HR Executive
b. HR Executive
3. Admin:
a. Admin Head
b. System Admin
4. Accounts
5. Managers:
a. Project Managers/Coordinators
6. Software Engineers:
a. Team lead
b. Sr. Software Engineer
c. Software Engineer
d. Software Trainees
7. Flash:
Same as the 6th point
Thank you,
Esther
From India, Madras
Acknowledge(0)Amend(0)
Thank you for your prompt reply. I appreciate your valuable insights. As you mentioned, it is essential to classify into job ladders and job families. Could you please provide a brief explanation to help me understand this concept better?
If I am correct, the classification would look like this:
Job Ladder:
1. Directors
2. HR/Admin
3. Project Manager/Project Coordinator
4. Software Engineers/Flash Programmers/Flash Designers
5. Trainees
Job Families:
1. Directors
2. HR:
a. Sr. HR Executive
b. HR Executive
3. Admin:
a. Admin Head
b. System Admin
4. Accounts
5. Managers:
a. Project Managers/Coordinators
6. Software Engineers:
a. Team lead
b. Sr. Software Engineer
c. Software Engineer
d. Software Trainees
7. Flash:
Same as the 6th point
Thank you,
Esther
From India, Madras
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Hi Esther, The concept of Employee Banding and levels within banding may help. Check it out. Geetha
From India, Coimbatore
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From India, Coimbatore
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Hello,
Job Families are groups of occupations based upon work performed, skills, education, training, and credentials.
Job ladders are career progression paths in your organization. You have to see a particular job can move from a minimum one level to the maximum level. Accordingly, you may assess experience, qualifications, or expertise to move to different levels within one job occupation organized into pay bands from low to maximum.
This exercise shall be done for all job positions where these positions have movement as a career path or job ladder through promotions to move upwards in your organization, which can be an indicator as a grade.
Some occupations may have limitations, but due to the market pricing of such jobs, they are specialized into occupations like Engineers, Professionals, Finance, Commercial, and Administration, etc. This is in order to maintain internal and external equity.
Regards
Sawant
From Saudi Arabia
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Job Families are groups of occupations based upon work performed, skills, education, training, and credentials.
Job ladders are career progression paths in your organization. You have to see a particular job can move from a minimum one level to the maximum level. Accordingly, you may assess experience, qualifications, or expertise to move to different levels within one job occupation organized into pay bands from low to maximum.
This exercise shall be done for all job positions where these positions have movement as a career path or job ladder through promotions to move upwards in your organization, which can be an indicator as a grade.
Some occupations may have limitations, but due to the market pricing of such jobs, they are specialized into occupations like Engineers, Professionals, Finance, Commercial, and Administration, etc. This is in order to maintain internal and external equity.
Regards
Sawant
From Saudi Arabia
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Yes, we do this exercise every year after annual merit increases and promotions to set grade structure and internal equity right. We have to see the total number of jobs in the organization as per the organization chart. Then, each job shall be codified with job analysis, and descriptions are written for further evaluation of the job to fit into salary grade codes. The organization chart mentions such grades for each position.
This is regarding only salary grade structure. Then comes your benefits structure for different grades, which includes guaranteed cash, also called fixed allowance, and operational allowance, etc.
Regards,
Sawant
From Saudi Arabia
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This is regarding only salary grade structure. Then comes your benefits structure for different grades, which includes guaranteed cash, also called fixed allowance, and operational allowance, etc.
Regards,
Sawant
From Saudi Arabia
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Designing pay Structure, Levels, and Mix.ppt
JOb Evaluation and Job grade.pdf