NRC: Job grades, job evaluation, and Jobscore.
previous page   next page




Introduction to Salary Structures1
1.0 Job Grades2
       1.1 Grade Structures2
             1.1.1 Single Graded Structure2
             1.1.2 Career Structure4
             1.1.3 Job Family Structure5
             1.1.4 Differences between Structures from the point of view of Management and Staff 7
       1.2 Determining the number of Grades in a Structure8
             1.2.1 Ranking8
                   1.2.1a Simple Ranking8
                   1.2.1b Paired Comparison Ranking9
             1.2.2 Classification9
             1.2.3 Point Method10
                   1.2.3a Tailor-made and Off the Shelf Systems10
       1.3 Determining the Grade Boundaries11
                   1.3a Determining the Number of Grades11
             1.3.1 Determining the Grade Salary Range (Band Width)12
             1.3.2 Aligning Grades to Market Salaries14
             1.3.3 Sumary of Grade Width Types15
       1.4 Individual Job Ranges Structure15
2.0 Paying for Performance16
       2.1 Performance Bands and Compa-Ratio16
3.0 Job Evaluation and Jobscore17
       3.1 Jobscore17
                   3.1a Jobscore Factors19
                   3.1b Conducting Evaluations with Jobscore21
4.0 Using Surveys to set Salary Levels22
5.0 Budgeting for Remuneration23
6.0 Long Term Human Resources and Remuneration Planning24


The NRC specialises in the development of grade structures and the provision of supporting market salaries. The tools provided by the NRC for this process are its job evaluation system Jobscore and its salary surveys. Access to Jobscore and market data is by annual licence. Details of Jobscore, an internet-based system, and the market salary surveys can be seen at the NRC website Jobscore and NRC survey data are also used to support and strengthen existing grade structures within organisations and for longer term remuneration planning.

previous page   next page

Copyright 2004 National Remuneration Centre, Melbourne.