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Grading aligned to existing job architecture, strengthening internal logic across job families and levels
Grade ranges maintaining job type coherence, and enabling objective, repeatable decisions
Stable grading core with customizable criteria adapting to your specific business requirements
Streamlined approach eliminating lengthy bottom-up job-by-job grading, enabling new jobs to slot into existing logic
Align grading scale to your job architecture and organizational context including size, managerial spans, and structural complexity
Assign pre-defined grade bands to each job type, establishing foundational alignment between structure and grading
Apply and adjust pre-defined ranges to reflect specific role complexity
Develop clear differentiators using customizable criteria anchored in leveling & grading standards
Determine employee grades within pre-aligned job-specific ranges using established differentiators for consistent, objective decisions
Grading should create clarity, not complexity and confusion. The real value we want to create for clients lies in a pragmatic, transparent approach that people understand and can apply with confidence.
Job Leveling and Grading is the systematic process of evaluating and categorizing jobs within an organization based on complexity, scope, and responsibilities to ensure fair compensation and clear career paths. Effective grading structures provide transparency for employees, consistency for managers, and internal equity across the organization. Our approach aligns grading directly to job architecture, creating structures that reflect how work actually happens rather than abstract evaluation frameworks.
No, this Job Leveling & Grading approach is not the same as traditional point-factor job evaluation. Our methodology is job- and context-driven, aligned to your job architecture and how work actually happens in your organization. Rather than accumulating points across abstract factors, we establish clear grade ranges anchored in organizational structure and define explicit differentiators for each job type, delivering grading that reflects business reality without unnecessary complexity.
No, you don't need an existing grading system to get started with Job Leveling & Grading. We can build a grading structure from scratch using our framework, or build on and refine an existing system if you already have one in place. Our approach flexes to your starting point, whether designing new grading architecture aligned to your job structure or modernizing legacy systems that no longer serve organizational needs. Both paths deliver clear, architecture-driven grading tailored to your context.
Benchmarking works with our Job Leveling & Grading approach because our grades can be translated into traditional grading frameworks, allowing you to apply external benchmarking data without changing your internal grading logic. We establish mapping between our architecture-aligned grades and standard market frameworks, enabling you to leverage external compensation data while maintaining internal grading structure that reflects your organizational reality and job architecture.
