Job leveling is the process of establishing a framework of jobs and career paths for your organization. This creates ultimate transparency in growth opportunities for employees.
One common reason employees leave an organization is because of a lack of growth opportunities. Companies that create and communicate career paths not only reduce employee attrition but also enhance employees’ trust that they are being paid equitably.
Job leveling allows companies to align roles to expectations and requirements based on an organization’s needs across various job families. Job leveling sets the foundation for the market pricing for each job (e.g., ‘apples to apples’ comparison against the market), ensures compensation ranges for jobs are accurate and facilitates workforce planning.
Job leveling also establishes role expectations for managers to leverage when assessing their employees’ performance. It’s good hygiene for companies to regularly review job levels across all career paths since they are not a static structure in scaling (and especially fast-growing) organizations.
Kamsa empowers leaders to establish relevant job levels for each major job family and then assign each employee’s jobs based on compensable factors. Leaders can then use the established job levels to flesh out career paths and assess employees’ pay against the market more accurately.
Ultimately, job leveling across a company (no matter what stage or size) helps scale and aligns with investing in your greatest asset — your people.