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.
The executives in charge of compensation have a difficult, complex job. They must determine the right salary levels and present a sound rationale for salary changes to top executives, the board of directors, and employees.
GradeBldr™ uses the Job Evaluation and Salary Administration Program (JESAP®) which is based on techniques that have been recognized for years by compensation professionals as the right way to determine the worth of a job. What was once a manual, time-consuming process is now a user-friendly tech module of CompBldr®.
GradeBldr™ allows you to easily implement a point factor system that makes your compensation structure fair, transparent, and competitive.
The executives in charge of compensation have a difficult, complex job. They must determine the right salary levels and present a sound rationale for salary changes to top executives, the board of directors, and employees.
GradeBldr™ uses the Job Evaluation and Salary Administration Program (JESAP®) which is based on techniques that have been recognized for years by compensation professionals as the right way to determine the worth of a job. What was once a manual, time-consuming process is now a user-friendly tech module of CompBldr®.
GradeBldr™ allows you to easily implement a point factor system that makes your compensation structure fair, transparent, and competitive.
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.
Understand Trends
Utilize our proprietary data model for trend analysis or upload your own results.
Stay in Compliance
Minimize risk with FLSA, ADA & EEO regulatory evaluation guides.
Insights without the heavy lifting.
Assess your options with a few clicks, saving you time and money.
“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.
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. These factors should be included in job description development. Factors might include:
- Scope/complexity of work
- Decision-making authority
- Internal/external contacts
- Responsibility for managing/directing work
- Education
- Experience
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.
