Issue with Employee Grading and Salary Ranges
I am coming with an issue regarding the grading of employees. The organization I joined is categorizing employees as executive, senior executive, staff, assistant manager, manager, and senior manager. However, what I have noticed is that a particular grade is not consistently associated with a specific salary range. For example, some executives are earning more than assistant managers, and in some cases, assistant managers earn more than managers. Additionally, some senior executives are earning below the executive pay range.
Upon joining, I revised the grading system and established salary ranges based on the grade, such as:
- Executive: $10-15
- Senior Executive: $15.5-20
In my understanding, the grade should reflect the employee's experience and efficiency. I would like to hear your views on this matter and whether the approach I am implementing is correct or not.
From India, Calcutta
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I am coming with an issue regarding the grading of employees. The organization I joined is categorizing employees as executive, senior executive, staff, assistant manager, manager, and senior manager. However, what I have noticed is that a particular grade is not consistently associated with a specific salary range. For example, some executives are earning more than assistant managers, and in some cases, assistant managers earn more than managers. Additionally, some senior executives are earning below the executive pay range.
Upon joining, I revised the grading system and established salary ranges based on the grade, such as:
- Executive: $10-15
- Senior Executive: $15.5-20
In my understanding, the grade should reflect the employee's experience and efficiency. I would like to hear your views on this matter and whether the approach I am implementing is correct or not.
From India, Calcutta
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Additionally, I have one more question,that is,is staff a type of grade?
From India, Calcutta
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From India, Calcutta
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A grade for internal promotion shall bear a reasonable relationship with the level of qualifications, skills, knowledge, responsibilities for which decisions to be made, and the degree of value to the business expected from that role, and finally experience. Here, experience means exposure to handle the responsibilities efficiently but not years of service, as sometimes it may denote only a number but not talent. Other experts may chip in with their contributions as it is interesting.
B. Saikumar
From India, Mumbai
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1931B. Saikumar
From India, Mumbai
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SALARY STRUCTURE & GRADING.xls
Creating a Competitive Salary Structure.doc
Compensation Structure.ppt