Professional Documents
Culture Documents
Ian
GRADE STRUCTURES
Could you add one more like this but with a woman rather than a man?
Thanks
Michael
3
Spot Rates
4
GUIDING PRINCIPLES: GRADE AND PAY STRUCTURES
£
MODEL OF A BROAD-GRADED STRUCTURE
£
MODEL OF A BROAD-GRADED STRUCTURE
£
Broad band Broad grade
£
MODEL OF A JOB-FAMILY STRUCTURE
Job families
MODEL OF A CAREER-FAMILY STRUCTURE
Mark
Pay IT HRM Job
ranges eting Evaluation
£ JE points
Career families
A PAY SPINE
Pay
spine
MODEL OF SPOT RATE STRUCTURE
£
MODEL OF INDIVIDUAL JOB RANGE STRUCTURE
£
TYPES OF GRADE AND PAY STRUCTURES
e-reward grade and pay structures survey 2007
Select and
Set up steering Decide on methodology and programme
develop job
group and
evaluation
task force
Choose scheme and define its key features scheme
Communicate and involve throughout programme
Overlap • need to recognize that an experienced person at the top of one range may be
delivering more added value than someone just starting in the range above
• large overlaps (10% ) or more can create equal pay problems
do communicate
do consult, and be
consult, consult don’t transparent
and then decide underestimate
on the system the time and
that fits the cost involved
business strategy
don’t be
surprised if your
do keep it staff are
don’t expect
simple completely
quick results!
underwhelmed
by your efforts
CONCLUSIONS
This resource is part of a range offered free to academics and/or students using Armstrong’s Handbook of Reward Management Practice, 3rd edition, as part of their course. For more academic resources and other
FREE material, please visit www.koganpage.com/resources and then click on Academic Resources.