How it Works
A job architecture framework provides you with:
- A series of job levels or grades (often referred to as a grading structure) to organise jobs according to common characteristics
- Definitions of objective aspects of work that reflect skills, responsibilities and competencies specific to each job level/grade.
- A job evaluation methodology to guide the placement of jobs in this structure.
The first step is for us to understand the role types that exist in your organisation and how they fit into your structure, strategy, culture, people priorities, and your reward strategy and principles.
For instance:
- Do you have more entry level roles?
- Or more mid-career roles?
- What do career paths look like and how many reporting levels are there?
This will allow us to develop options for suitable levelling/grading structures, and work with you to identify your preferred model.
You then have the option to choose whether a job levelling framework or a more detailed, bespoke job evaluation solution will be right for your organisation.
The aim is to define which skills and general aspects of contribution reflect the expectations of each grade.
From here, we can build a process to place your roles within the structure. Or if you already have a trusted job evaluation methodology in place, we can work with this.
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