Job architecture projects are easier the smaller the employer. If you have 50 employees and 35 jobs, that is far easier to align than 500 employees and 360 jobs.

Once the foundation is established, the employer follows the processes and uses the tools to make consistent decisions.

It helps build trust with employees. It positively impacts the attraction and retention of talent. And it gives leaders confidence that they are making decisions that are based on competitive market data, aligned to budget, equitable, and fair.

What should you include in your job architecture project?

1 – a written and approved compensation philosophy

2 - updated job descriptions

3 – career level definitions and assignment of career levels to jobs (internal equity categories)

4 – standard job titles defined and assigned to jobs

5 – assignment of job families to jobs

6 – market pricing of jobs based on your compensation philosophy – survey matches are documented

7 - pay grade structures – includes base salary ranges, variable pay targets for bonus and commissions, and long-term incentive targets

8 – geographic differential analysis with differential percentages assigned to each work location

9 – compensation guidelines – aka written policies, procedures, and processes to ensure consistency and standardization of pay related decisions

10 - compensation training for people managers

11 – updates to your HR system so you aren’t maintaining these decisions in an Excel file

As you think about your employer and what is needed, tell me what is missing from this list?

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