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Job Leveling

Global Grading System (GGS) and Career Map

Towers Watsons systematic approach to job leveling In combination, the delivery of these programs through
helps organizations manage the opportunities and job leveling offers a flexible, adaptable means of
challenges of reward and talent program design and communicating career paths, facilitating talent mobility
delivery, including: and delivering competitive rewards.

Aligning jobs located in multiple regions or across Job leveling also addresses business needs ranging
different lines of business from attraction, engagement and retention of key
Creating a framework that integrates employees talent, to cost and risk management, to governance.
after a merger, acquisition or other structural change The key benefits of job leveling for your organization Over the past five years,
Driving consistency, competitiveness and efficiency include: Towers Watson has
among HR policies and practices
A career framework that aligns with business needs worked with more than
Clarifying distinctions among levels to support
and strategy 500 organizations to
career development
A common language to describe career paths, job
develop best-in-class job
requirements and performance expectations
The Benefits of Job Leveling Linkages to organizational and job-family leveling programs and
Job leveling is an analytical process that can deter- competencies career frameworks.
mine the relative value of jobs in your organization. Consistent mapping of jobs to external market data
It provides a foundation for reward and talent manage- Contributes to cost-efficient talent and reward
ment programs, including: programs and delivery
Helps ensure internal equity
Base pay
Short- and long-term incentives Research indicates that organizations that implement
Career management globally consistent job leveling are up to two and a
Workforce planning half times as likely to report more effective talent
Succession planning and reward programs. These include performance
Learning and development management, competency models, and leadership
assessment and development.

Figure 1. Career Framework

Talent and Rewards Programs and Applications


Pay Workforce Performance Learning and Career Pathing Succession
Delivery Analytics and Management Development and Planning Management
Staffing

Competencies

Global Career Framework

Job Leveling
A systematic process of determining the relative value of jobs in an organization

Job Architecture
The infrastructure for job organization (job codes, job titles, functions, families, etc.)

Inputs
Business Reward and Talent Job Employee Market
Context Strategy Content Data Data
The Towers Watson Approach Global Grading System
We offer a range of job leveling approaches, from GGS is a job leveling tool for determining internal job
established methodologies to custom implementations. levels based on an analysis of universally applicable
Our GGS and Career Map job leveling tools are not factors proven to recognize differences in job size.
only more flexible than traditional methods, but also GGS accommodates organizations of all sizes, and
easy to implement, understand and manage. They can uses an organizations size, complexity and geographic
be implemented individually or in tandem, and are: breadth to assess the number of levels in its grading
framework. It then evaluates jobs as part of a two-step
Transparent and objective
process of banding and grading: Banding places jobs
Easy to explain and administer, with limited
in the framework based on how they contribute to your
bureaucracy or dependency on consultants
organization, reflecting a dual career path; the grading
Able to accommodate dual career paths (individual
step assesses jobs against standard factors.
contributor and managerial)
Aligned with market data GGS provides opportunities for a tailored implementation
Supportive of organizational change within a rigorous and defensible process for job evalu-
Culturally neutral and applicable worldwide ation. It also ensures consistency in the development
Supported by web-based technology of a career framework that balances internal equity
and external competitiveness.

GGS provides opportunities for a tailored implementation within


a rigorous and defensible process for job evaluation.
Figure 2. GGS Grade Map Sample

ROLE CONTRIBUTES (THROUGH)


Tasks Skills Expertise Leadership Functional strategy
1 2 3M 4M 5FS Business strategy
BAND 5BS
CEO
GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25
First-line top
MANAGEMENT

management
CAREER PATH

Top management

Middle management

Supervisor

1 2 3IC 4IC
INDIVIDUAL CONTRIBUTOR

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25
CAREER PATH

Subject matter expert

Professional

Clerical/administrative

Manual

towerswatson.com Job Leveling Methodologies: Global Grading System (GGS) and Career Map 2
Career Map Figure 3. Career Map Leveling Criteria Sample

Career Map is a predefined framework with a series


of career bands and levels that increase in complexity
and responsibility, representing career progression
opportunities.

The Career Map framework clarifies the growth in jobs


from one level to another based on responsibilities,
scope, impact, required skills and knowledge. The
criteria, levels and language contained in the baseline
framework can be customized to accommodate your
specific organizational requirements, including the
development of job functions and families.

Each job is mapped to a career band and level. Career


bands represent different roles and how those roles
contribute to the organization.

Career Map is flexible: It organizes jobs based on


progressive levels of contribution, and presents
opportunities for career pathing and targeted
development. It can also enable your organization to
Career Map combines a powerful customizable
engage in robust workforce planning and analytics. framework with a tested process for consistently
Towers Watson Technology and defining and organizing jobs across a company.
Market Data
Talent|REWARD is an integrated suite of technology-
Figure 4. Available Modules of Talent|REWARD
delivered modules that manage all aspects of
talent and reward program analysis, design and Create survey data warehouse
Survey Library
administration. Talent|REWARD supports GGS; Career Access survey data online
Map, also automated, may be implemented with or Load employee, job and pay data
Market Analysis
without supporting technology. Market-price jobs
Compensation Create/model salary structures
Towers Watson Data Services (TWDS) publishes an Design Model costing scenarios
extensive library of annual compensation reports on Global Grading Automated job leveling
virtually every industry sector, covering 103 countries System Automates TW leveling methodology
and linking to both GGS and Career Map. Compensation Involve managers in pay decisions
Planning Provide real-time budget control
For more information, please contact us at Recruiting, learning, performance management, career
rewards@towerswatson.com. Talent Management
development and succession planning

About Towers Watson


Towers Watson is a leading global professional services
company that helps organizations improve performance through
effective people, risk and financial management. With 14,000
associates around the world, we offer solutions in the areas
of employee benefits, talent management, rewards, and risk and
capital management.

Copyright 2011 Towers Watson. All rights reserved.


TW-NA-2011-19979

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