What’s the difference between a workload increase and significantly changed job responsibilities?

Answer: The changes to the current job description are critical to HR’s analysis of this difference and so is the conversation they will have with the manager overseeing the work being performed and the employees doing the work.

· When a job’s responsibilities change, if the change is additional work that is substantially similar in complexity, knowledge, problem solving, accountability, and impact as the current work, then this is a workload increase. A higher pay grade is not assigned, and a higher base salary range is not warranted.

· If the changes to the job are a substantially higher level of complexity, knowledge, problem solving, accountability, and impact than the current work, then the job should be evaluated by HR. In this situation, a higher pay grade and base salary range may be needed.

Ideally the employer will have well defined career levels based on factors like complexity, knowledge, problem solving, accountability, and impact. That way the changes to a job can be assessed in a standard way.

This difference between an increased workload and higher-level work responsibilities is often a nuance that managers and employees do not fully understand.

Be sure to include this in your Compensation 101 training for managers and others in HR that do not specialize in compensation.

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