implementation of gradar & project steps
How to implement a job evaluation system
Following, we would like to show an overview of the job grading process with gradar and the options of using the results.
A grading process typically consists of the following steps:
The first step is an organisational analysis to establish a definition of terms. Here, the company is examined about the geographical scope, the reporting lines and other dependencies. Furthermore, the generic terminology of gradar needs to be clearly defined and documented so that all parties involved in the process talk about the same issues.
For example, it is necessary to define
- divisions, departments, teams and groups,
- homogeneous vs. heterogeneous area,
- supportive vs. value-adding area,
clearly and to translate these into an organization's codes.
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 and the requirements of the position are assessed by the selection of adequate factor levels.
The factor decisions and grading results are stored online within the tool (as part of the professional or enterprise edition) or locally (when using the basic edition), in order to document the decision-making process.
Continuous quality assurance
Ongoing quality controls and check-ins with key stakeholders based on the discussion of job grades as part of vertical comparisons and a final check of all results in a global cross comparison have been best-practice in many projects. This approach allows to identify and correct any inaccuracies early on.
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 / career framework. We have listed some examples of use cases here.
Grading jobs with gradar the job evaluation engine
The first step in evaluating a job is the career selection. With the career paths Individual Contribution, Management, and Project Management gradar offers the flexibility to reflect the reality in any organizations.
The time needed for a job evaluation project depends on several factors:
- Number of jobs
- Number of participants in job grading sessions
- Number of check-ins with different stakeholders
Our experience shows that in most companies per day (8h) 20 to 30 jobs can be evaluated.
Ideally, the jobs will be evaluated jointly by the responsible managers and HR business partners.