The first element of your salary system that likely requires a health check relates to the grade or band structure itself. Before considering the salaries on offer for roles at any given level it’s important to assess how well your organisation is doing in regard to the placement of roles within the structure. In short, if these foundations are not well set it will be very difficult to demonstrate fairness in the sense of roles of a similar size and complexity being offered the same rates of pay.
A little history can help here. Based on guidance provided to practitioners back in the 1990s, most councils developed a salary structure covering 7, 14 or 21 grades (each with an in-principle alignment to the Bands/Levels of the Award). The Parties to the Award agreed that, in ‘job size’ terms at least, several Bands/Levels overlap – for example, B1/L4 and B2/L1 are considered the same size. In practice, however, difficulties arose in several ways when assigning roles to the appropriate grade; what if a job meets a mixture of skill descriptors at different Bands/Levels? How do we differentiate requirements for the grades within the Bands/Levels (in case of >7 grades)?
Hence, formal job evaluation took on a new importance….
To provide some context for the expected alignment of common roles to the Bands/Levels of the Award, the table below sets out some examples based on our findings from over 20 years supporting the industry in relation to job evaluation.
The examples below are well established across the industry and offer a reasonable reference as to where roles might sit in relation to the Award Bands/Levels. Clearly, the actual positioning of roles at your council requires an evaluation as the specific skills, experience, qualifications and responsibilities of the role must be properly assessed rather than relying on job titles alone – you can read more about best practice job evaluation by clicking below or contact us to explore the Mastertek Job Evaluation System (MJES),