Job Leveling: What It Is and Steps to Perform It

A job leveling framework is a set of job expectations that stay the same for roles across departments. You define the skills, knowledge, and amount of responsibility attached to each role. You can also associate each level with a compensation range.

Guide to Job Leveling

Why is job leveling important?

Job leveling is a valuable tool for many organizations. Companies that take the time to assess each position within the organization and level it appropriately reap a number of short- and long-term benefits, including:

What is job leveling?

A human resources system called “job leveling,” also referred to as “job classification” or “job grading,” is used to:

The term “job leveling” can be used to describe either the process of defining a single role within an organization or the process of overhauling each position within a company to provide clear job definitions and career opportunities. A company’s job leveling structure is typically implemented and maintained by human resources representatives.

How to job level

Job leveling can be a time-consuming task, depending on the size of your organization, but it should improve internal organization function. Use these steps to perform job leveling for your organization:

1. Build the right team

A company’s job leveling requires input from a variety of stakeholders. Create a team of senior company executives, mid-level managers, and human resources professionals to assist you in precisely describing each role and creating a framework for advancement within the company.

2. Consider the organization as a whole

Start the actual job leveling by taking a holistic view of the organization. Think about the number of different “levels” that the company currently has and the number of levels you would like to have following the job leveling process. In order to better manage high-level planning and responsibility, you might, for instance, have team leaders, managers, and leaders in addition to entry-level employees. Establish these levels before addressing each specific position.

3. Approach one role at a time

Look at one job at a time. List the specifics of the position that you already know, such as its current title, level (if applicable), and duties. Once you’ve established a baseline for the position, update the title and level as necessary to reflect the objectives of your job leveling endeavor. Also, make sure the job duties are accurately described and use the same language as all other job descriptions.

4. Establish connections

Look at the organization as a whole once more after you’ve properly leveled each position within the company. Think about how each position relates to those above and below it. Create as many positions with clear and consistent career paths as you can. Add these pathways to each job description.

5. Seek feedback

Various internal stakeholders should be consulted for feedback on your initial job leveling document. If necessary, change job descriptions, titles, or levels to more accurately reflect each position and the company’s objectives. Share the organization’s job leveling structure once it is finished, and answer any inquiries you receive about it.

Frequently asked questions about job leveling

Job leveling can look different across industries and companies. To learn more about job leveling, examine these frequently asked questions:

What are job grade levels?

In order to equalize pay across similar positions, job grade levels are typically salary ranges or progressions. A job grade level typically has a base pay level, a top pay level, and steps in between. For instance, if Level A is the lowest job grade level in your company, you can anticipate that all entry-level employees will earn somewhere within the range of wages that has been established. Typically, the steps offered within each grade take into account the number of years of experience the employee has, paying them more per step as a result.

What is a graded employee?

An employee who performs work at a grade level is referred to as a graded employee. The employee’s grade details their position within the company and their particular pay. Although many businesses employ a job leveling or grading title and pay system, each business’s system may vary slightly to best serve the needs of the business and its employees. Although businesses might refer to their job levels by the same names, the pay scales within those levels or grades can vary.

Why are jobs graded?

Jobs are frequently graded to help the business and its employees comprehend how each person contributes to and interacts with one another within the organization. Job grades make it simple for everyone to understand where they fit into the overall corporate hierarchy, how their pay is determined, and how they might move up the grades as their careers develop. Most of the time, businesses grade jobs to increase openness and equity across the board.


Is job Levelling the same as job evaluation?

How to job level
  1. Build the right team. A company’s job leveling requires input from a variety of stakeholders.
  2. Consider the organization as a whole. Start the actual job leveling by taking a holistic view of the organization.
  3. Approach one role at a time. Look at one job at a time.
  4. Establish connections. …
  5. Seek feedback.

What is a job leveling Matrix?

‘Job Leveling’ Helps to Grade a Position’s Value
  • Persistent requests for job reclassifications. …
  • Too many job titles. …
  • Employee perceptions of uncompetitive pay. …
  • Redundant work/processes.

What does staff leveling mean?

Making Job Leveling Easy to Communicate
  • Slotting: job title, description, and pay range.
  • Job Ranking: How a title compares to other comparable titles across departments in your organization
  • Market Comparison: How competitors in your field describe and pay for job roles and responsibilities

How do you level up your job?

Job evaluation, also known as job leveling, is a methodical way to assess the relative worth of various jobs within an organization. The goal of job evaluation is to assist you in objectively evaluating each job and avoiding bias.

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