Wage distribution: grading

The distribution of wages can be carried out on the basis of one of the basic approaches, in particular:

1. 
   Tariff grid. A definite position in the enterprise corresponds to a certain rate. As a rule, it is attached to the complexity of the work and qualifications of the employee. It is typical for state institutions.
2. 
   Determination of the salary depending on the cost of a specialist in the labor market. The salary offer is formed depending on the supply of necessary specialists in the regional labor market.
3. 
   Grading (grading). The amount of wages depends on the evaluation of the activities of a particular employee for a number of specially formed criteria. Each monetary score corresponds to a monetary equivalent.

That's the last method we want to talk about. This system is quite new on the domestic expanses, and sometimes it can lead to absurd at first glance situations, when a qualified specialist gets more than his boss, because his activities more influence the efficiency of the whole company.

The distribution of wages in the grading system was proposed by the American scientist Edward Hey, so this method is also called the Hey method. Grad Is the rank of an employee's position, depending on its value for the enterprise. In fact, the system of grades is a universal advanced model of the tariff grid with payment for the result of work.

The grading system is more flexible and transparent than the traditional tariff scale. First, the distribution of wages does not occur on the basis of a "theoretical" qualification, but depending on the actual results of labor. Secondly, the tariff scale is standardized, and the scale of grades each company can build for itself, depending on the characteristics of its activities.

In the CIS countries, simplified system of grades, modified for the local market. In the West, more complex grading is used, based on matrices, tables, graphs, complex mathematical calculations. This methodology is rather laborious.

Before implementing the distribution of wages by grading, you need evaluate each position. To do this, use the analysis of job descriptions, interviews and interviews with employees and department heads, questionnaires.

This information is then structured, and the factors, which can form the basis of differentiationGrades, from work experience to the level of responsibility. These factors can be different for each company. It is important to remember that the factor refers not to the personality of the employee, but to his position.

Each factor is described. This is necessary for everyone to treat these factors in the same way - so many misunderstandings can be avoided. Each factor is decomposed into levels - from the minimum to the maximum - and the levels assigned points. Then the rating of posts is made. Levels are summarized, and positions are clustered. If there is a gap of 5 points between the clusters, the next grade begins.

Of course, this is a very simplified scheme for the formation of a grading system. It is best to introduce the distribution of salaries by the grading method with the involvement of external expertswho are familiar with this system. But at the same time, it is impossible to give development of grades at the mercy of a specialist: the system of grades must take into account the specifics of business in each particular company, otherwise it makes no sense.

Of course, graduation is not without its drawbacks, the most significant of which is the complexity of implementation. Grading is only suitable for companies with goodstreamlined and formalized business processes. Therefore, before the introduction of grades, it is necessary to optimize the organizational processes in the company, and only then offer employees a new pay system. In addition, the implementation of the grading system can take several months to a year.