COMPENSATION MANAGEMENT
Make pay decisions with confidence.
The data and insights you need to build and communicate pay structures.
COMPENSATION MANAGEMENT
Make pay decisions with confidence.
The data and insights you need to build and communicate pay structures.
GradeBldr™ is a sophisticated, objective job valuing system to rate positions within your organization. It is based on the Job Evaluation and Salary Administration Program (JESAP™), a proprietary technology that utilizes internal job valuing and pay comparisons to develop and maintain pay programs that provide equitable compensation and decision-making based on the employee’s position and contribution to organizational objectives.
GradeBldr™ is a sophisticated, objective job valuing system to rate positions within your organization. It is based on the Job Evaluation and Salary Administration Program (JESAP™), a proprietary technology that utilizes internal job valuing and pay comparisons to develop and maintain pay programs that provide equitable compensation and decision-making based on the employee’s position and contribution to organizational objectives.
Map Fair, Equitable Pay
Create a 360°degree view of job descriptions, factors, hierarchy, bands, ranges & more.
Structure Comp Plans
Create pay grade, salary range matrix, pay equity analysis & more.
Build Objective Job Evaluations
15 factor job evaluation | comparable worth system, without the spreadsheets.
Recognized, Proven System
Transparent, competitive, defensible and competitive for four decades!
Insights without heavy lifting.
15 factor JESAP™ analysis for job valuation and internal equity
The automated scoring progress saves countless hours. Our intuitive, step-by-step process is easy to use, integrates collaborators as desired, and provides comparative views and analysis to easily identify disparities.
DownloadGradeBldr™ & the JESAP™ Methodology
“This process has helped to take the guesswork out of comparing jobs that are similar in nature and has provided a consistent method to rate jobs internally while providing a good tool to ensure that pay rates stay competitive with the market.”
Sherry Moncrief, VP Personnel
J.B. Hunt
“I credit this process…as a major factor in allowing us to maintain most of our loan staff. We’ve lost relatively little compared to other banks.”
Tom Richardson, COO
First Federal Bank
“We love it! They take all of the guesswork out of it!”
Marty Floyd, VP Human Resources
Stephens, Inc.
The intelligent design of CompBldr® modules, including GradeBldr™, eliminates the problems associated with older or subjective rating systems that rely heavily on use of a one-dimensional axis of job titles. Evaluating job titles often results in inequitable job function comparisons and compensation.
CompBldr® uses a two-dimensional approach, combining ratings of individual positions along with market-based comparisons to provide a more precise and accurate method for determining appropriate employee compensation. Learn more about the MktBldr™ module.
Job Evaluation
Market pricing is the most prevalent form of job evaluations, however, for many smaller organizations (those with 20 – 30 discrete job types), job ranking is sufficient. In this methodology, it is typical to identify the lowest and highest level jobs within the organization, then rank the others based on their relative impact and value.
In larger organizations, a more formal point factor job evaluation methodology is appropriate. This methodology involves identifying a variety of factors that apply to all jobs across the organization.
A matrix is created that describes each job factor at progressive levels within the organization from entry-level to senior executive.
A matrix is created that describes each job factor at progressive levels within the organization from entry-level to senior executive. Each level is assigned a point value. Job descriptions are then reviewed to determine the “best fit” level and the position is assigned a point value for that factor. If a position meets part of the definition for the next higher level, additional points can be awarded to better calibrate the results. At the end, all jobs will be assigned a total number of points. These are visually displayed to aid analysis to determine where there are distinct breaks in points, or where it is appropriate to assign a break based on job titles, reporting relationships, or other factors.
Determine the most appropriate and meaningful process to classify jobs within your organization. That may be based on size, but also on your culture. Since job evaluation results in the placement of jobs into grade levels or bands relative to others, systematic technology such as CompBldr® helps employees understand that their classification is not determined subjectively.
Working together brings it all together.
Collaborate
Easily collaborate with team members, HR and Comp experts to build & manage a robust Compensation program.
Integrate
Automated API interface easily transfers job descriptions, position classification, and compensation models into your HRIS/HRIM platforms.
Protect
CompBldr® runs on Amazon’s CDN for speedy delivery and security. Protection includes AWS key management, automated security checks & alerts, security audits and bot control.
An ecosystem of support
Email, phone, chat & FAQ, Knowledgebase boards available.
Specialists in L&D, compensation, performance management, workforce training, content, curriculum, HR, analytics, and data integration.
