How Do I Design a Grading System and Salary Structure for a Small Team of 22?

Dear Seniors,

Happy New Year to you all. I'm new and joined this site a couple of months ago. I have, however, benefited from your advice and contributions and want to congratulate all who use this site.

I have assumed a new role as the HR Officer of my company. I'm currently tasked with designing a grading system and salary structure for the company. Given the technical nature of the subject, we have decided to contract an HR expert. Could you please help me with the areas to look at in designing the grading system and the salary structure? This will enable me to communicate our needs properly to the consultants to get the best result. Is it also necessary for a company with a staff strength of 22 to have a grading system?

Hope to hear from my honorable people as soon as possible.

Thanks,
Dina

Greetings,

Apart from all the other documents available in this community that you can find with the research tab, please do consider the documents attached in the links shared below:

- [Salary gradation](https://www.citehr.com/311649-compensation-benefits.html)
- [Employee Grade and salary structure](https://www.citehr.com/233799-employee-grade-salary-structure.html)
- [Grading compensation](https://www.citehr.com/311649-compensation-benefits.html)
- [Job grading and banding](https://www.citehr.com/58500-job-grading-banding.html)
- [Broad banding](http://www.speedeeo.com/Library/BasicsofSalaryGrades.pdf)
- [Search On Cite](https://www.citehr.com/results.php?q=Creating a competitive salary structures) | [Search On Google](https://www.google.com/search?q=Creating a competitive salary structures)

Regards, (Cite Contribution)

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