Seeking Advice on Adjusting Job Bands for a New Education Sector Startup: What Are Your Thoughts?

Hi All,

The management of my current company (manufacturing sector) is opening a new line of business, a separate company in the education sector, and I will take care of the HR function of this startup. We use HAY Job Evaluation for evaluating the jobs and fitting roles into different bands. Currently, we have 5 bands for employees.

I need your advice to understand the number of bands and job score ranges for the education sector. I personally feel that the job ranges for fitting people into different bands should be lower in the education sector as compared to manufacturing. For example, in manufacturing Band 1: 100-200, so in the education sector, the range should be lower, say 50-120 or so. Any views?

Right now, I am focusing on non-teaching officers (Operations, Finance, HR, Accounts, Administration, etc.). Looking for your inputs.

I would also like to utilize this forum to network with people in companies from the education sector. Do share your views and real-life experiences.

Thanks,
Verma HR

What Salary Band Has To Do With Manufacturing Industry Based Job Evaluation Point Factor Basis Plan Corresponding To Hay Reference Level With Education Sector Level Of Salaries Is Total Disconnect.

First, you should know the market and mid-point of all salary grades. Then, backward integration with job evaluation results for each job to place in hierarchy and design a new scale for the education sector with market salary midpoint.

I believe this is enough to start with...

Badlu

Dear Mr. Verma,

The fundamentals of job grading involve grouping similar nature jobs into one band. By doing so, one needs to understand the prevailing pay scales in each position, i.e., setting the ranges. For instance, all executive jobs (junior Exec or trainee, Exec, and senior Exec) form the lowest band in the compensation and banding hierarchy. Similarly, this applies to managerial positions, etc.

Regards,

Rachita Bajaj
Strategic HR Advisor (Consultant)
Mafoi Consulting Solutions Ltd
98188807901

Hi, Madam,

This method applies only in case of ranking or classification methodology of job evaluation. Mr. Verma is discussing the Hay Point factor, which is a three-factor job evaluation method and unique. Here, he needs to refer to the Hay reference level for each job's rating and score for the level of jobs.

Badlu.......:-D

Hi Mr. BL,

I think it should provide me a starting point. One question... Are there any compensation surveys for the Education Sector specifically (companies like Educomp, I Discover, etc.)? I searched a lot on the internet but could not find any. Any suggestions on this? Although now I am planning to get in touch with big names in compensation surveys.

Thanks,
Verma HR

Hi,

Currently, I am working in the service sector as a Senior Manager HR. Now, I am trying to switch our current industry and explore opportunities in the Education Industry, specifically in a college setting.

Could you please provide me with information on the role and job profile of a Senior level Officer in HR within the Education Industry? Are there any specific sections or rules under the Factory Act that are applicable in this context?

Thank you for your assistance.

Regards,
S. Kumar