Streamlining Employee Grades in a 500-Staff BPO: How Would You Approach This?

Hi All,

I need to streamline the grade/level structure in my company, which is a BPO with a staff of 500 employees. Can anybody help me out in creating a proper layout?

Thanks,
Unnati

Hi Unnati,

Employee grade should describe the salary/wage, allowance, and benefits, if any, that all occupants of the grade will be eligible to receive.

If there is an appropriate salary structure defined in your organization, then it is easy to set up the employees' grade...

For example, let's consider the Executive Position.

You can grade them based on experience and salary.

E1 GRADE - Senior Grade - 3-5 years exp 15000-20000

E2 GRADE - Grade I - 2-3 yrs exp 10000-15000

E3 GRADE - Grade II - 1-2 yrs exp 7500-10000

It is also possible that one designation may cover multiple grades depending on the seniority of the individuals holding the designation, and simultaneously, it is also possible that there can be many designations to which the same grade may apply.

Like in the above designation "Executive," we have covered grades such as E-1, E-2, E-3, etc., and one grade, AA-1, may be applied to various designations like Peons, Drivers, Assistants, and so on.

I hope this might help you; if it doesn't, please raise further queries. I would be glad to respond!

Regards,

Sushma

Hi Sushma,

Thank you for providing the outline. I have a doubt - do you not consider educational qualifications when devising grades? If so, could you please share the existing structure in any mid-sized organizations?

Thank you,
Unnati

Hi Unnati,

I guess you can use this strategy of considering educational qualifications. What's coming to my mind is - you can divide the workforce of your company into 2-3 or more educational groups and accordingly provide grades based on education and experience. You can also discuss this point with your top management for understanding the importance of considering educational qualifications.

Regards,
Sushma

Hi Omnia,

If I have understood your question correctly, I believe you are asking whether it is possible to conduct employee grading without a defined salary structure. Typically, this scenario does not occur without a defined salary structure. However, every organization, regardless of its structure, can differentiate between job classes such as executive, managerial, and supervisory roles. This differentiation can assist in classifying the grades.

Regards,
Sushma