What is the grading system of remuneration - concept, essence, salary calculation, pros and cons of the grading form

The essence of the system

The employee's salary is established by the employment contract in accordance with the current remuneration system in this organization in accordance with labor legislation. The most common are piecework, time-based and tariff systems. At the same time, the employer tries to find a salary calculation option that most accurately meets the specifics of its activities and allows for a better assessment of the contribution of each employee in achieving common goals. One such method is the grading system.

So what is a position grade in the remuneration system? The term comes from the English word grade - class, category, degree. Grading (from the English grading) - classification, sorting, ordering. Grading is the ranking of positions, their hierarchical positioning in accordance with the value of the position for the enterprise. This gives the position an advantage not just in terms of vertical subordination or complexity of work, but also depending on its importance for the goals of the organization.

Despite the fact that, according to Art. 22 of the Labor Code of the Russian Federation, the employer is obliged to provide employees with equal pay for work of equal value; Article 132 of the Labor Code of the Russian Federation states that the salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended. This allows you to use salary grades based on the employee’s business qualities, both personal and professional qualifications.

Unlike the tariff system, with the grading system the size of the salary is influenced not only by education, experience and skills, but also by other criteria important for the organization and position: controllability standards, the volume of communications, the level of responsibility and independence, the cost of an error, and others. Moreover, the factors are universal for assessing all positions; all company personnel are assessed according to one set of criteria.

Modern methods of personnel motivation - grading

Translated from English, the word grading literally means the ordering of processes by the method of their classification and systematization.

The grading method developed by Edward Hay makes it possible to structure positions hierarchically and introduce a point system for assessing personnel performance. The good thing about the grading method is that it satisfies the interests of both the employer and the employee.

The employer pays for completed tasks according to the degree to which they reflect on the profitability of the enterprise and make a significant contribution to its activities. Grading allows employees to steadily develop and increase their salaries as a result of improving their personal work and increasing their contribution to the company’s activities. The grading method allows you to motivate those employees who want to develop and save on those who do not want to work hard. This approach increases staff motivation.

What strategic objectives does personnel grading solve?

With the help of a modern grading system, an organization can solve the following strategic tasks:

  • Combating a crisis situation. During a crisis, companies usually reduce staff, which allows them to save money. Grading allows you to build the correct hierarchy, save on ineffective employees and motivate effective ones to improve their work. Redistribution of pay increases the efficiency not only of specific employees, but also of the company as a whole;
  • Equality of opportunity. The grading method provides tools for development. It involves not only a vertical improvement in one’s official and, accordingly, financial status, but also a horizontal one;
  • Transparency and visibility. It is easy for employees within the company to determine the degree of personal and other people's effectiveness. Often, a company encourages full employee participation in evaluating criteria and results.

In addition to the listed tasks, personnel grading allows us to formulate and implement modern methods and clear rules of work in the company.

When to use

The grading system is suitable for large and medium-sized enterprises. The costs of introducing the method and large-scale preparatory work are high, and in companies with a small staff they are not justified. In addition, the main advantage of the grade system is that in companies with a large number of employees, it allows you to clearly optimize the structure, get rid of such hierarchical positions as “senior”, “junior” and the like, i.e. it will allow you not to inflate the staff. And it gives employees the opportunity to build a career not vertically, but horizontally within the confines of their position. In Russia, grades are used in Rosneft, Sberbank, Lukoil, Rosatom and other major organizations.

What it is?

Personnel grading is the process of evaluating positions in a company according to certain criteria.

Examples of such assessment factors include the following:

  • presence of managerial functions, number of subordinates;
  • the degree of participation in the company's profits;
  • independence in decision making;
  • experience;
  • the cost of such an employee's mistake.

This is just an approximate list that is approved at each enterprise that has adopted such a system.

The grades are similar to the categories in the tariff system. Positions are arranged in a hierarchical chain. It is formed based on the employee’s value to the business. Each grade receives a salary range and its own social package.

Thanks to grading, it is possible to eliminate a number of problems, including linking the size of a worker’s salary with his contribution to the development of the enterprise.

Advantages and disadvantages

Much earlier than in Russia, the grading system began to be used and has proven itself well in the USA and Europe. Therefore, the experience accumulated there, assessments and reviews of remuneration by grade allow us to highlight both the advantages and disadvantages of the system.

Advantages

Pros of introduction:

  • clear organization of the company structure (ranking of positions by grade depending on the importance of the position for the overall strategy);
  • dependence of salary on work efficiency;
  • establishing the objective value of each employee for the company;
  • the opportunity to build a career and increase your salary horizontally while increasing your grade without changing your position;
  • transparency (it is clear why the employee’s remuneration is higher or lower than others, he understands his professional prospects);
  • motivation (the employee is interested in increasing the efficiency of his work and moving to a higher grade).

A well-structured grading system acts as part of a personnel development strategy.

Flaws

In addition to tangible advantages, the grading remuneration system also has disadvantages, for example:

  • complexity of implementation (requires large-scale preliminary and supporting work);
  • high costs (in order to avoid subjectivity when setting payment levels in grades and due to the general labor intensity of system development, it is advisable to use the services of third-party specialists, which entails additional costs);
  • difficulty in forming a loyal attitude of staff to the new form of salary calculation (there is a danger that it will become a demotivating circumstance if employees negatively perceive the assessment of their business qualities);
  • novelty (employees who misunderstand the essence of the new system, especially if, based on the results of the assessment, the amount of remuneration for their grade will decrease, they can file a complaint with the regulatory authorities about discrimination).

Calculation method and example

In Russia, a system of grades in remuneration with a simplified point-factor calculation option has become widespread. Implementation of such a method requires the following steps:

  1. Compiling a list of factors important for each position. They are ranked taking into account the characteristics of job functions, organizational strategy and other practical issues. The qualifications guide will help highlight the business characteristics for the position. It specifies education, experience, possession of the necessary knowledge, skills and other requirements. In addition, the determining factors include the complexity and volume of work, the level of responsibility, the level of production risk, etc.
  2. Estimation of the weight of each factor.
  3. Calculation of the minimum and maximum points for a position, taking into account the identified factors.
  4. Dividing the range of scores into several equal segments corresponding to a specific grade.
  5. Establishing minimum and maximum salary values ​​for each position.
  6. Determining the amount of payment. For example, the first grade, with a minimum value of factors, receives the average market salary for the position; for each subsequent level it increases by a certain percentage or amount. As a result, a table of grades is compiled.

A simplified example of calculating the salaries of a financial director and a cashier will help you visualize what a grade is in the remuneration system.

Let's highlight the determining factors for all positions and divide them into levels, assigning each a certain number of points (Table 1):
Table 1.

Criteria (factors)1 point5 points10 points
KnowledgePrimary vocational educationSecondary vocational educationHigher education and specialized knowledge
ExperienceUp to 1 year1-5 yearsFrom 5 years
ResponsibilityOnly for your own actionsFor completing tactical tasksFor completing strategic tasks
Working conditionsFavorableMinor compensable health riskHazardous working conditions

The values ​​of each level must be clear, without the possibility of subjective assessment.

Using the qualification directory of positions for managers, specialists and other employees, we determine the range of points for each position (Table 2):
Table 2.

CriteriaCashierFinancial Director
Knowledge510
Experience1-105-10
Responsibility1-55-10
Working conditions11
Total points8-2121-31

The decision about how many grades there are in an organization is made depending on the accuracy with which the assessment is carried out. In our conditional example, we will accept the following grades:

  • 1-7 points - 1 grade;
  • 8-14 points - 2nd grade;
  • 15-21 points - 3rd grade;
  • 22-28 points - grade 4;
  • 29-35 points - 5th grade.

Depending on business qualities and the importance of the tasks performed, the cashier belongs to grade 2, 3 or 4, the financial director - to grade 3, 4 or 5. Other positions of comparable importance will overlap in grade with these positions.

Thus, the hierarchy not only in terms of vertical subordination, but also in terms of importance for the goals of the organization, contributes to the fact that the salaries of more important positions are higher. For example, in an IT organization, developers constitute a higher grade than administrative and management personnel.

Based on the calculation of average salaries in the region, we will derive the total salary for each grade.
We will set the premium for each subsequent grade at 10% of the previous one. Let's enter the position importance coefficient and calculate the salary for each position (Table 4): Table 4.

Coefficient2nd gradegrade 34 grade5 grade
Salary by grade25 00027 50030 25033 275
Cashier125 00027 50030 250
Financial Director1,541 25045 37549 912

This example of calculating wage grades shows the essence of the system, but is simplified. The original methodology for determining official salaries in the grade system is much more complicated. Calculations are based not only on the point-factor method, but also on mathematical calculations of weight, the coefficient of value of each factor, step, matrices, profile guide tables, and graphs. These procedures are very labor intensive. The implementation of such systems takes a period of 6-12 months and is accompanied by a large amount of paperwork. They are implemented in large corporations with the help of specialized external organizations and consultants.

Methodology for forming wages using grades

Below we will present material on the formation of grades in remuneration using the example of calculations for a certain company.

Stage 1: identification of key factors.

Let's take 6 criteria:

  • management of subordinates and their number;
  • does the position affect the final financial result of the company, that is, profit;
  • ability to make independent decisions;
  • the need for work experience;
  • qualification level for the position held;
  • the presence of external connections.

Stage 2: we highlight separate subparagraphs for each factor.
Distribution by factors

Employee management
Alack of subordinates
Bthere are no subordinates, but consultation is necessary from time to time
Camong subordinates 2-3 people
Damong subordinates: group
Ean entire department is under control
Fsubordinate to several departments or a branch
Degree of responsibility
Aperforming only one's duties
Bwork affects the profit of the company, but the manager always controls this process
Cwork is directly related to the company's results
Ddecisions made affect the company's income
Eresponsibility for the results of a group of subordinates
Fresponsibility for the results of several departments
Independence at work
Alack of decision making
Bfollows instructions
Cprepares decisions for approval from management
Dthe employee receives the goal and solves it himself
Ethe employee sets the goal himself and solves it himself
Fthe employee sets the strategy of the company as a whole
Experience in specialty
Aabsent
Bpresent, but in a different area
C1-2 years
Dover 3 years
Eover 3 years, experience in other areas too
Fhave both experience and skills in the profession
Availability of education and qualifications
Aaverage
Bhigher, maybe not according to your profile
Chigher profile, but without practice
Dhigher profile, additional knowledge
Eacademic degree
Ftwo or more relevant education degrees, practical skills
External Relations
Anone
Bfor work
Cnegotiations with partners
Dcommunication with management of other companies
Edeep connections with the management of other companies
Fwith dignitaries

Stage 3. Now each position needs to be assigned points. Since we have 6 letters in each category, we will give ratings from 1 to 6.

Score by grade:

  • A-1.
  • B-2.
  • C-3.
  • D-4.
  • E-5.
  • F-6.

Stage 4: Next, we evaluate positions and assign points for each item on a 5-point scale.
Chief Accountant

Factor A B C D E F The value of each criterion Total score
Employee management 3 points 4 12 points
Degree of responsibility 4 points 5 20 points
Independence at work 3 points 5 15 points
Experience in specialty 4 points 5 20 points
Availability of education and qualifications 4 points 5 20 points
External Relations 2 points 2 4 points

Total points – 91 points.
CEO

FactorABDEFThe value of each criterionTotal score
Employee management5 points525 points
Degree of responsibility5 points525 points
Independence at work4 points520 points
Experience in specialty6 points530 points
Availability of education and qualifications6 points530 points
External Relations5 points525 points

The total score for the position is 155 points.
Sales manager

FactorABCDEFCriterion valueTotal score
Employee management2 points510 points
Degree of responsibility3 points412 points
Independence at work3 points515 points
Experience in specialty4 points416 points
Availability of education and qualifications3 points515 points
External Relations5 points515 points

The overall score for the position is 83 points.
Logistician

Factor A IN WITH D E F The value of each criterion Total score
Employee management 4 points 4 16 points
Degree of responsibility 4 points 4 16 points
Independence 4 points 5 16 points
Experience in specialty 4 points 4 16 points
Availability of education and qualifications 4 points 5 16 points
External Relations 4 points 5 16 points

The total score for the position is 96 points.
Service worker

Factor to research A IN WITH D E F The value of each criterion Total score
Employee management 2 points 3 6 points
Degree of responsibility 3 points 3 9 points
Independence 3 points 4 12 points
Work experience 4 points 3 12 points
Availability of education 3 points 3 15 points
External Relations 2 points 3 8 points

The total score for the position is 62 points.

Stage 5. Next, you need to distribute the points by grade. Usually there are 10 grades.

GradePoint
18-25
226-40
341-65
466-85
586-100
6101-125
7126-160
8161-180
9181-200
10over 200

Stage 6. Categorization of positions.
Job categorization

Divisions Staff Job title
Administration Managerial CEO
Accounting Employees Chief Accountant
Logistics Department Specialists Logistician
Sales department Trading Sales manager
Service department Attendants Service worker

Stage 7. Establishment of official salaries and wages.

A table of wage grades and an example of calculations is presented below.
Grade table

Grade numberNumber of pointsDivisionsJob titleCategoryMinimum salary, thousand rubles.Average salary, thousand rubles.Maximum salary, thousand rubles.Premium, %
1from 8 to 25
2from 26 to 40
3from 41 to 65service departmentservice workerserving19202120
4from 66 to 85sales departmentsales managertrading29303225
5from 86 to 100accountingChief Accountantemployees38404235
logistics Departmentlogisticianemployees33353735
6from 101 to 125
7from 126 to 160administrationCEOmanagers48505340
8from 161 to 180
9from 181 to 200
10from 201 and above

Thus, a grading system for the company was developed.

Documenting

The introduction of a grading system at an enterprise is formalized by the regulations on remuneration. Additionally, a concept or regulation on grades may be drawn up, but such documents are not mandatory. If the organization has a trade union body, it is necessarily involved in the approval of the new form of calculation of remuneration. Based on the local act, changes are made to the collective agreement and employment contracts. The requirements for assigned grades must be reflected in job descriptions.

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