implementation support

Building gradar as an intuitive tool is very important to us. Our aim is to give HR professionals full control over their job grading process.

We want to allow HR business partners to independently carry out a job evaluation in their organization. For professionals who are familiar with the topic of job evaluation, a brief introduction to the gradar process is enough to get you started.

gradar provides quick and inexpensive results at a high level of acceptance. Our evaluation logic is based on clear, qualitative definitions and does not use complex formulas for the sake of pseudo-objectivity.

We offer gradar to independent consultants to use in projects with their clients and have formed strategic alliances with partners from all over the globe. Although it still may be useful to complement your team with these experts, you’ll retain all the gradar knowledge in-house at the end of the project.

  • If you have the competency and capacity, you can work with gradar on your own. You can always call us for technical support.
  • If you want some help here and there, you can use gradar with support from our expert implementation partners.
  • If you have a long-standing relationship with an independent consultancy, you can use gradar as part of your current partnership.

What Can Gradar Do For You?

How to Implement a Job Evaluation System

A grading process typically consists of the following steps:

Organizational Analysis

The first step is an organizational analysis to establish a definition of terms. Here, the company is examined in terms of geographical scope, reporting lines and other dependencies.

A project timeframe is also calculated based on the number of jobs, number of participants in job grading sessions and the number of check-ins with different stakeholders. In our experience, most companies are able to evaluate between 20 and 30 jobs each day.

gradar’s terminology is mapped to internal language so that all parties involved in the process talk about the same issues and specific terms are clearly translated.

Job Evaluation

The second step is the actual job evaluation - the so-called job grading. Here, the positions are assigned to the respective career paths of Individual Contribution, Management or Project-Management. The requirements of the position are assessed by the selection of adequate factor levels.

The factor decisions and grading results are stored within the software as part of the Professional or Enterprise edition - locally when using the basic edition - in order to document the decision-making process.

Quality Assurance

Ongoing quality controls and discussions with key stakeholders are part of our service. A final check of all results in a global cross comparison is gradar best-practice and results in increased objectivity.

Going forward, the next steps depend on the strategic objective of the project. The grading can be the basis to develop a compensation structure or an entire job architecture.