Career levels
Establish clear internal career levels supported by a straightforward job classification framework
Determine the relative size of roles in a systematic and credible way. Clear career levels establish ‘like work’ and provide a foundation of levels or grades for job architecture, pay and benefits structures, equal pay audits and other HR activities.
We take an agile and straightforward approach to job evaluation. Our job classification frameworks are gender neutral, tailored to your organisation, and can be designed in consultation with employees. They are clear and straightforward and can be used to support pay transparency.
Whilst our frameworks are clear enough to help employees understand how decisions are made and what they need to do to progress, they are also based on factors. This creates an analytical approach which is important for equal pay purposes.
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FAQS
An analytical job classification framework looks at roles using a number of different factors, rather than assessing the role as a whole.
Having a systematic framework to establish roles that, although different, are of equal value, is a critical requirement to test for ‘equal pay’.
Job classification is a type of job evaluation that is light touch and can be openly shared with employees. It is based on broad levels, factors and descriptors.
It is good practice for levels to underpin a pay structure, to support internal equity and pay transparency
Feedback
We are particularly proud of
our client feedback
our client feedback
“We worked with Verditer to develop an entirely new approach to pay. Our complex structure includes charity and commercial companies, and Verditer fully understood this and gave us real confidence in the outcomes. A pleasure to work with, Verditer gave us a new pay system we can confidently introduce to the organisation.”
Nicola Spencer, Group Resources Director
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“Our new career wheel, with clear levels and factors gives us a framework for decision making and more equity around reward, while allowing us to empower managers and retain the agility needed in our business.”