Development and Role Matching
Job descriptions are crucial in compensation surveys, providing the foundational data necessary to compare compensation across roles and companies accurately.
Fundamentals of Job Description Matching
A well-crafted job description allows market benchmarking to assess how similar roles are compensated. It is critical to compensation surveys and provides the necessary information used in Job Grading Systems and Salary Structures.
Minimum Job Description Requirements
Core job descriptions include the job title/position within the company, supervisory responsibilities, required skills, essential functions, experience, education level, and essential qualifications.
Good Job Descriptions are Prepared for Job Grading and Pay Grading
A good job description provides the necessary information to develop job grading systems and salary structures. This systematic approach incorporates skills, knowledge, responsibilities, efforts, and more.
JobBldr™ Tool
JobBldr™ is a module of CompBldr® software from Trainery One.
Quorum offers two options for companies needing assistance in standardizing job descriptions. You can subscribe to JobBldr™ software, or we can standardize the descriptions for you. The number of job descriptions that can be submitted for use in compensation surveys, market analysis, or benchmarking is unlimited.
JobBldr™ helps you create, manage, and store job descriptions
- Access our library of 12K+ job descriptions to edit an existing template or create your own
- Features include drag & drop competencies, version management, and collaboration tools
- Comprehensive workflow tools to manage the process
GradeBldr™ and the JESAP™ Methodology
GradeBldr™ is a module of CompBldr® software from Trainery One.
GradeBldr™ uses the Job Evaluation and Salary Administration Program (JESAP™), which is based on techniques that compensation professionals have long recognized as a proven approach to assessing how a job rates among job factors. The intuitive technology design allows users to implement the point factor system easily and ensures objectivity in pay structures.
Fifteen compensation factors are used for job valuing within the CompBldr® system. Job requirements are compared to each level, with points assigned per level that best fits. The point total represents a job’s value, or comparable worth, by comparing it to other jobs within the organization. This translates into a grading structure (or grade map). This process aims to create an equitable compensation structure and job data that is easily integrated into any compensation management project.
The intelligent design of CompBldr® modules, including GradeBldr™, eliminates the problems associated with older or subjective rating systems that rely heavily on a one-dimensional axis of job titles, which often results in inequitable job function comparisons. GradeBldr™ uses a two-dimensional approach, combining ratings of individual positions and market-based comparisons to provide a more precise and accurate method for determining appropriate employee compensation.
For example, the Vice President of Sales at a large multinational corporation will be compensated much differently than the Vice President at a local organization with ten employees because job functions and responsibilities are different. The CompBldr® systems considers and quantifies the differences in roles and responsibilities by evaluating the requirements for a particular position in a particular organization instead of simply comparing titles alone.
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