Although we endeavor to provide accurate and timely information and use sources we consider reliable, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. Covers activities related to the sale of goods or services either in traditional stores or via electronic channels including internet sites, mobile applications or social media platforms. The company needed to evaluate and compare its current leveling structures across the business against each other; develop a single consistent approach to leveling jobs; assign grades across the business; and develop a dual career ladder, as too much emphasis was being placed on management hierarchy at the expense of the technical individual contributor career paths. But from the CFO's view, the objective is to measure costs against return on investment. Tailored job leveling matrices to outline level differentiation and progression for employees across different functional groupings; A new salary structure that was deployed in different countries and linked to robust market data from the Radford Global Technology Survey; Leadership buy-in via a transparent process and easy-to-understand methodology; and. Reports The chart below includes a knot tying analogy that may help explain the conceptual framework for job levels and shows the actual distribution of employees in each level in the US, India, and China. Media Contacts COMPENSATION CONSULTING The Radford Global Technology Survey defines six distinct levels of work for most individual contributor job families. As an example from the Engineering function, the Software - Applications Development P3 job would be: We have developed a globally consistent leveling structure to fit the unique and specific needs of our clients. Compensation, Email <> Media and Gaming Infographics Aon plc. Contact Us. Media Contacts This is why we built the Radford Network from the ground up as a platform without borders. Location Analysis In contrast to technical jobs that may require a country-wide recruiting effort and technology-specific companies, administrators may best be sourced from local companies where individual skills and experience are applicable and local recruiting is key to cost-effective hiring. You want to be able to pay enough to: The trick to "how much" is to find the right balance between what is motivating and what is affordable. Covers activities related to firm-wide, function, area or focus level leadership. All rights reserved. $4%&'()*56789:CDEFGHIJSTUVWXYZcdefghijstuvwxyz ? endobj Salary Increase and Turnover Study We also conducted detailed interviews with senior leaders to confirm our understanding of job content, career progression criteria and global level differentiators. Enable the Future of Pay When you use a compensation survey, whether it's a Radford survey or another source, the basis of job comparison will be the benchmark job. May include direct to consumer or business to business transactions. Radford polled some of our largest technology and life sciences clients in 2016 on their approach to salary administration. Compensation Surveys Still, driving this type of change has hurdles, and HR leaders need to be aware of the many steps that might be involved in migrating to a global leveling model. These grades are intermediate steps within a global career level that have their own specific base salary or fixed compensation ranges. The contents herein may not be reproduced, reused, reprinted or redistributed without the expressed written consent of Aon, unless otherwise authorized by Aon. Covers activities related to the conversion of raw materials into goods including both consumer and industrial. Core roles include communications, compliance, corporate and business administration, finance, hr, legal, marketing, operations, risk mangement, technology and treasury. As an example from the Engineering function, the Software - Applications Development P3 job would be: We have developed a globally consistent leveling structure to fit the unique and specific needs of our clients. Radford's global sales, technology and life sciences surveys provide companies the basis for creating job architecture that provides a framework upon which job leveling systems are built. Employees who have technical or scientific skills are no longer required, or even encouraged, to pursue management roles in an attempt to further their careers if that's not their desired career path or they lack managerial skills. The chart below illustrates an example of reverse pay progression in an administrative job family in Poland from the Radford Global Technology Survey. Survey Services, ANALYTICS stream endobj Talent Assessment When an employee assumes greater responsibility while continuing to perform the same basic function, it is recognized as an in-family promotion. Corporate Governance The key is to start the process in a transparent manner and to have a strong business case for why a global leveling model will support long-term growth and innovation everywhere that your company operates. These promotions usually happen around the time an employee receives a review or a salary increase. In general, we find that companies in Germany (and other similarly regulated markets) are attracted to the Radford approach because it is rational, transparent and equitable, while still differentiating for high performers. Zoom Video, Radford is far-and-away the most comprehensive technology-focused survey in the market! Press Contacts Our comprehensive job library spans every business function and includes an extensive collection of jobssomething we call a job module. What is considered high pay at one company can be on the lower spectrum at another. Upcoming Events and Webinars Build a Future-Ready Boardroom Apple <> JFIF ` ` C Individual job value is based on three pillars starting with job analysis (what is done), job evaluation (how jobs compare), and market pricing (linking company to market). Full Contact Us. The same is true for using job leveling structures as a starting point to create salary structures. %%EOF 2015 17 All rights reserved. 4H,~u7|z}*Wi}RI7g d*2XMXctk";^R Our database, both in the US and around the world, has never been stronger. Cisco Systems Life Sciences On-demand Webinars, Rewards A Leading MNC in ATM Manufacturing & Payment Services Head- Talent Acquisition A consistent leveling structure enables more robust and diverse analytics across sectors, geographies, and jobs. Product Support HP Eventbrite Covers activities related to enabling functions that drive business results. The career path and market level of an individual job based on a consistent set of defined dimensions. 3 0 obj To use information contained herein, please write to our team. Compensation As previously mentioned, defining job levels within a family is a critical skill of a well-rounded compensation professional. The dual career ladder found in many organizations offers employees the ability to earn similar levels of compensation in both management and professional tracks. The chart below illustrates how tweener grades can be developed specifically for Asia within the context of a larger global leveling system. These positions should be analyzed using local data and while the generator may reflect local conditions in some areas, custom analysis may be needed for other markets. 0000006838 00000 n However, this system is underpinned by job architecture, which is a method of organizing jobs into job codes, job titles and functional areas all before assigning a grade level. For technology and life sciences companies, who live and die based on their ability to innovate, these types of challenges are significant and make it all the more important to employ effective job leveling systems. Infographics To help combat this, comparing your salaries for technical jobs to the pay at these companies is critical. Analytical forms of job evaluation, such as the point-factor approach, continue to dominate the landscape in many European countries due to the current regulatory environment, which requires pay equity compliance in collective labor agreements. Covers activities requiring an engineering, computer science, or life sciences background that is applied to a problem solution, insight discovery, innovation and product and/or service delivery using information systems, data management or communications vehicles/platforms. Media and Gaming This type of dual career ladder was utilized during a recent client engagement for a US life sciences company with limited plans to expand overseas. Importantly, most companies that turn to job leveling find the approach to be more transparent, fairer and easier to communicate to employees. Sales Compensation While deep industry expertise is what sets Radford apart, we also know industry lines continue to blur in an increasingly digital world. Contact Us Statement, | Do Not Sell My Data (US While administrative, technical and production roles can still be aligned into consistent global job levels, each of these support functions should have their own market-based pay ranges to reflect their specific values in the local market. Pinterest Our critical first step in addressing these issues was to use current and relevant benchmarking data to begin assigning an overall job classification architecture to the various job titles at the company. xOk@}9J9ggI%; )n\,oU4A{{'w\+H0Z.A4DFSph$xHF)VCXa0]/NP|@]f^z-@$NL 6Mq*UP/&^#_!W^ZSO0~Z,\CUlUUn',I#^qQ7cLqu +R 4[TZ hftx`MT{W^w{m{7yGWG UtPN$utsn~)oR CRhQ0eu=YlMeE5a[^I 0000001413 00000 n Several . As a company matures and expands its global footprint, the approach it takes for organizing its workforce will have a lasting cultural and financial impact. 2031 0 obj <>stream Terms of Use Preferences | Legal | Privacy GE There is generally a 1-level off relationship in pay, as shown below here in the Management and Professional columns. This allowed us to combine our draft classification architecture based on market data with specific feedback on corporate goals and culture. We can agree when hiring executives, you want to compare pay levels with appropriate firms. Covers activity related to the fossil fuels and renewable energy sectors, as well as in mining. Finally, it's imperative that any approach to job leveling include enough elasticity in the system so that it can be tailored to meet the demands of different companies and different markets. Statement | Cookie Notice | Do Not Sell My Data (US There is generally a 1-level off relationship in pay, as shown below here in the Management and Professional columns. How a Global Job Leveling System Addresses Common Business Concerns. A great vibrant team and wishing them All The Best. <>>> Intel, LinkedIn The catalyst behind our job leveling architecture is our clients. Our client was undergoing rapid growth and looking to scale its domestic business into more international markets. Site Map| Email Preferences | Legal | Privacy Statement | Cookie Notice | Do Not Sell My Data (US ONLY) | Cookie Preferences endobj <> Box Private Company % However, driving this type of change has hurdles, and HR leaders need to be aware of the many steps that might be involved in migrating to a globally consistent leveling structure. Once the new system was approved by HR and business leaders, we put a robust communication process in place to train managers on using the new system in addition to a messaging platform for announcing the new system to all employees. Site Map | Survey Data Policy | Email Technology In the next section of this paper, we describe how Radford's approach can be customized for companies operating in Asia, Europe and the United States. JFIF Ducky d C The overall fixed compensation range remains the same; however, additional pay ranges now exist within this span. This means a custom report, which would have taken days or even weeks to complete in the past, can now be run in a matter of minutes. Product Release Notes In the meantime, if you have any questions, please don't hesitate to contact your survey consultant. Companies have recognized the value of keeping experts focused on what they do bestthe work itself. The sheer size and scope of a large survey database will allow you to customize reports that give you keen insight into your competitive labor market. Radford Global Job Architecture and Leveling System, Short- and Long-Term Incentive Design Study, Intern, New Graduate, Pay Administration Study, Sales Incentive Practices and Car Policy Study, Short- and Long-Term Incentive Plan Design Study, Intern, New Graduate and Pay Administration Study. 49 0 obj <>stream To meet the needs of your changing workforce, your pay surveys must offer a robust and reliable database, global coverage, instant data access and superior customer service in a single global source. This allows for more frequent performance reviews and pay adjustments. Zero in on the data that matters most to you If you do not wish to receive these communications, please check here: DATA The chart below includes a knot tying analogy that may help explain the conceptual framework for job levels and shows the actual distribution of employees in each level in the US, India, and China. Financial Technology Severance and Change-in-Control Study, BENEFITS INSIGHTS Although it is more than 10 years old, Radford's global job leveling system remains as relevant today as when it was first introduced. Imagine if you were able to create your own peer groups from our over 4,000 participating organizations and run them in customized queries designed by you. Distribution of Radford Global Technology Survey Participants, Select Radford Global Technology Participants, Adobe Systems Plus, your team will be able to cut down on research time, have more energy to work on establishing consistent compensation programs, and won't have to scramble for data every time your business enters a new talent market or adds new types of jobs. To learn more about participating in a Radford survey, please contact our team. Drive Diversity, Equity and Inclusion endobj ", "We use Radford surveys because they are most closely aligned with our jobs in the high-tech industry not to mention the large number of benchmark jobs and levels to choose from. endstream endobj 2030 0 obj <>/Filter/FlateDecode/Index[106 1909]/Length 63/Size 2015/Type/XRef/W[1 1 1]>>stream endobj There are two basic ways that you can go about matching jobs: Another term that you will see a lot when it comes to surveys is job families. To make it easier to use and understand the data we provide, all survey data stored in the Radford Global Compensation Database will leverage the same job leveling and job matching methodology called the Radford Global Job Architecture and Leveling System. A family is a set of individual jobs that each involves the same basic type of work but at different levels of skill and responsibility. Until this point, the client had different approaches to managing compensation programs and job grading across its functional areas and business units. This should provide a solid foundation for negotiations with your Works Council. Analytical Job Evaluation: Value-Adding Business Process or Bureaucratic Relic? First off, global competitors of similar or larger size chosen for executive analysis may include some companies outside your core industry. The most complete job library in the business. Real customer service Entry-level professional jobs (level 1 and 2) don't have a big premium for new hires. An increasing number of companies in the US are also using global leveling systems as a way to determine eligibility for all manner of compensation and benefits programs, not just for setting base salary levels. Rent the Runway 0000002494 00000 n A consistent leveling structure enables more robust and diverse analytics across sectors, geographies, and jobs. Radford Global Technology Survey, we find most companies in Russia haven't dramatically increased salaries for their technical talent over the past year. What this means for you: One globally consistent input process; One output methodology All rights reserved. However, the story changes dramatically when you begin to consider key emerging markets, as is the case in the chart below. Job families like accountant, engineer, and HR rep are common examples of benchmark jobs since they are found in most companies. Some European countries, such as Germany and Austria, have a strongly regulated labor force. The Technical/Scientific levels are new and will only be used by life sciences companies. A shift to a job at a higher level in a different job family is referred to as an out-of-family promotion. 2022 Aon plc. Covers activities requiring an engineering, computer science, or life sciences background that is applied to a problem solution, insight discovery, innovation and product and/or service delivery using information systems, data management or communications vehicles/platforms. Country Profile Reports startxref Product Release Notes In-Depth Research, Careers We listened extensively about what clients love about what we do, and what things needed to evolve to meet the needs of the innovation industries. Manufacturing Large, global enterprises need a job leveling structure that not only provides flexibility for the unique circumstances of different countries and regions (as explained in more detail in this article) but is also compatible between different markets. Mid-level professional jobs (level 3, 4 and 5 in the Radford Global Technology Survey) across most job functions reflect statistically significant base salary premiums for new hires vs. incumbent employees at the same level. 0 Analytical forms of job evaluation, such as the point-factor approach, continue to dominate the landscape in many European countries due to the regulatory environment, which requires pay equity compliance in collective labor agreements. Non-Technical Jobs Source: Radford Global Technology Survey Real customer service. Square Role is a member of the Board of Directors/Main Board and the most senior position in the organization. Radford's global leveling approach recognizes this organizational reality by aligning job levels with both the internal value companies place on individual contributor positions relative to managerial positions, as well as the value the market places on each type of job. Sales Compensation hbbd``b`$w "$Z @bY qu-# The benchmark job is exactly what it sounds like, a common job held by many that's consistently defined and relatively stable in design and purpose. The same level of stability is observed in the United States, where average salary budgets for life sciences sector companies have barely strayed from 3.5% in each of the last four years. While regional differences in pay levels exist, the global leveling system enables a company to be consistent in its determination of program eligibility by considering the internal equity of the positions in a given grade and then letting market practices dictate actual compensation levels. However, European companies as a whole are starting to consider different approaches that facilitate more dynamic organizational design with the capacity to adapt pay and talent practices to more readily respond to today's so-called VUCA (Volatile, Uncertain, Complex, Ambiguous) market demands. When hiring an employee however, their pay may become a reference point for future hires so you need an unbiased, accurate, and complete view of the appropriate labor market. Streamlined ability to port Aon data into third-party tools. Amazon.com Market Practice Studies An increasing number of companies in the US are also using global leveling systems as a way to determine eligibility for all types of rewards programs, not just for setting base salary levels. Salary Increase and Turnover Study Our job library is the industry standard for retail and e-commerce firms. In an era where many companies are concerned with and actively root out pay inequities, as well as the deeper structural issues that can sometimes lead to them, job leveling is a system that can support this important effort. What we do. Streamlined ability to port Aon data into third-party tools. This . Pay is generally higher (for the executive level) at larger companies, so a peer group of companies that are in the same general size range or perhaps slightly bigger is appropriate. %PDF-1.5 % Close the Future Skills Gap Partner with a trusted resource Careers. Private Company The Radford survey defines technical roles as those that typically require employees to possess an engineering or computer science degree. In fact, as workforces become more global, M&A activity remains robust, industries collide, and calls for greater pay equity grow louder, companies are turning to global leveling structures more and more often. All rights reserved. h[O0Kb'PPVi\DT^)MHc'i When designed correctly, job leveling greatly simplifies how global workforces are organized and managed by introducing a common grading language across all employees and functions, while still differentiating for performance and specific market realities. Oracle Quick Benchmarks Overview Radford and other Aon group companies will use your personal information to contact you from time to time about other products, services and events that we feel may be of interest to you. Terms of Use Moodys Although we endeavor to provide accurate and timely information and use sources we consider reliable, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. You'll get faster buy-in on key compensation decisions when you use Radford data. Careers. Radford's global leveling approach recognizes this organizational reality by aligning job levels with both the internal value companies place on individual contributor positions relative to managerial positions, as well as the value the market places on each type of job. Radford consultants successfully implemented a job leveling system that helped employees understand the different career opportunities available to them within their function and across the company. Companies with more internal job levels than database job levels should approach job matching from the "ends." There are several compelling reasons why companies should take time now to evaluate their global job leveling structures, including: Figure 1 illustrates how job leveling systems can address a number of common business concerns: Figure 1 In this case, the job family is divided into different levels, each with a different target rate of pay. Site Map | Survey Data Policy | Email What we do. Global Benefits ONLY) | Cookie Subjective approaches, such as intuition, along with internal and external sources of market value of labor can offer a framework for decision making and may be reasonable to use when hiring temporary help or independent contractors. As the results from Aon Hewitt's 2014Trends in Global Engagement show, career development is at the top of employee engagement goals for both employees and companies. $.' Market rates can be measured for individual jobs or groups of similar jobs with similar value. !(!0*21/*.-4;K@48G9-.BYBGNPTUT3? Not every job is surveyed though since some companies may have unique definitions of roles or jobs that few others have. Well with our enhanced Peer Group functionality, you will be able to do just that. Benchmarks, ADVICE Board members, C-suite leaders, HR colleagues, recruiters, and even candidates, all know and trust the Radford name. Product Support These job modules can be seen as distinct collections of job families; some modules include jobs commonly found at all companies, while other modules include industry-specific jobs that are generally found only within specific industries. (In this case, we show data for a Software Engineer Systems position in India using Radford Global Technology Survey data published in October 2014.). UiPath Increasingly, human resources and talent leaders at technology and life sciences companies seek job leveling tools that have enough built-in flexibility to handle cultural differences, local and regional regulations, diverse business needs and changing talent requirements. Every Radford survey client is partnered with a dedicated survey consultant to guide you through the input process. For workstudy opportunities, and to apply for financial aid, visit the Radford University's Financial Aid office online. Next, decide which group of companies best represents your competitive market for talent. In the US, there is a normal distribution, a bell curve that is typical in each job family. <> The business challenges outlined in Figure 1 are even more prominent in the high-growth technology and life sciences sectors, where companies live and die based on their ability to innovate. Lattice Build a Future-Ready Boardroom The overall fixed compensation range for Global Grade 5 remains the same, at 560,000 INR to 1,040,000 INR; however, additional pay ranges now exist within this span. 2148 0 obj <> endobj 4 0 obj Plus, we have a 60-person global consulting team ready to handle your biggest plan design challenges. Sales Professionals (all industries) <]/Prev 216869/XRefStm 1195>> McLagan Data & Analytics As Market Realities Change, Radfords Global Job Leveling Model Rises to the Challenge, Accelerate Your Workforce into the Future, Workforce Optimization and Transformation, Poor transparency regarding job requirements and career progression, Inconsistent approach to pay decisions for new hires, promotions and annual increases, Uncertainty about appropriate pay differentiation, particularly for similar roles with comparable skills, Create job descriptions for each job family with career matrices defining progression at each job level both with the job family and laterally across job families or functions, Benchmark market pay for each job and aggregate for similar job families at the same job level into functional pay ranges, Clear communication of job requirements, promotional opportunities and development requirements, Structure that provides guidelines to ensure equal pay for equal or substantially similar work, Consistent, unbiased and market-oriented compensation decisions to attract and retain talent. The chart below illustrates the relationship between job leveling and job architecture both of which are critical to creating a solid foundation for career path mobility and highly effective salary structures. Companies with an accounting team, for example, will typically have a variety of levels within the function. Most importantly, our new job code methodology will allow us to generate new jobs faster each year in reaction to shifting workforce trends. And that extends to much more than their data. Country Profile Reports The contents herein may not be reproduced, reused, reprinted or redistributed without the expressed written consent of Aon, unless otherwise authorized by Aon. endstream endobj startxref stream Every Radford survey client is partnered with a dedicated survey consultant to guide you through the input process. endstream endobj startxref Compensation, Private Company The most complete job library in the business Our job library is the industry standard for technology firms.