Join Our Mailing List. The reality is that a large, reputable survey provider will allow you to complete a much more sophisticated analysis today. This is why we built the Radford Network from the ground up as a platform without borders. Salary Increase and Turnover Study h[O0Kb'PPVi\DT^)MHc'i 2148 0 obj <> endobj Embedding a common language for job leveling and career mapping into the culture of a company at an early age can have long lasting dividends. Real customer service. Analytical forms of job evaluation, such as the point-factor approach, continue to dominate the landscape in many European countries due to the regulatory environment, which requires pay equity compliance in collective labor agreements. 0000006838 00000 n Our comprehensive job library spans every business function and includes an extensive collection of jobssomething we call a job module. Covers activities related to the conversion of raw materials into goods including both consumer and industrial. Organizations Enrolled in Our Global Database, Short- and Long-Term Incentive Design Study, Intern, New Graduate, Pay Administration Study, Sales Incentive Practices and Car Policy Study, Publication: Access Radford's April Publication Today, Platform Enhancements: Peer Group Access Enhancement and Multi-Factor Authentication, Publication: Access Radford's January Publication Today, Platform Enhancements: Pay Inference, Updated Mapping and More, Short- and Long-Term Incentive Plan Design Study, Intern, New Graduate and Pay Administration Study. Sets the direction and policies for sales activities and manages the execution of these plans. ",#(7),01444'9=82. A governance process to review and update the structure on a regular basis in line with changing business demands. While administrative, technical and production roles can still be aligned into consistent global job levels, each of these support functions should have their own market-based pay ranges to reflect their specific values in the local market. Intern, New Graduate and Pay Administration Study These days, between governance issues and the reality of firms operating in many locations with different competitors, different lists of peer companies should be used for each of your major international theaters. These grades are intermediate steps within a global career level that have their own specific base salary or fixed compensation ranges. And our consulting teams, with offices worldwide, understand the nuances of each market a company might operate in and have the experience and knowledge necessary to customize approaches for the particular location and circumstances of each client. Covers activities requiring an engineering, computer science, or life sciences background that is applied to a problem solution, insight discovery, innovation and product and/or service delivery using information systems, data management or communications vehicles/platforms. If you do not wish to receive these communications, please check here: DATA Benefit SpecSelect Knows a lot about knots. Newsroom The key is to start the process in a transparent manner and to have a strong business case for why a global leveling model will support long-term growth and innovation everywhere that your company operates. %&'()*456789:CDEFGHIJSTUVWXYZcdefghijstuvwxyz Organizational structure and design affects every aspect of a business, including talent mobility, compensation programs and even the speed of innovation. Twitter Radford and other Aon group companies will use your personal information to contact you from time to time about other products, services and events that we feel may be of interest to you. Partners An example of this is an accountant 1 that becomes a financial analyst 2. Streamlined ability to port Aon data into third-party tools. Rent the Runway hb```b``if`a`: |l@ &zSag`]naG)M*Ejca"NE7cJ9&D<>`_/MtLbMgsES]]eW2V^sjLbd=ohiYS(EF,R 0)au-^F8>H(yAA %%%% g4 T>:h$"tAaBW(+"r20 yXl$?cv70YhdP`s`c3b30l`Ay4M?xdt=-5>Df@3iJa`(d`+ y tyj Salary Increase and Turnover Study The chart below includes a knot tying analogy that may help explain the conceptual framework for job levels and shows the actual distribution of employees in each level in the US, India, and China. Global Benefits We also offer complimentary online and one-on-one training. Explore the fastest way to find jobs in the Radford Surveys, including job matching incumbent counts for your company. Board members, C-suite leaders, HR colleagues, recruiters, and even candidates, all know and trust the Radford name. Rewards Optimization Tesla Benchmarks, ADVICE Figure A: Promotion path of a junior accountant. Life Sciences Covers activities related to the sale of goods or services either in traditional stores or via electronic channels including internet sites, mobile applications or social media platforms. They need to also serve as backbones for career path development, international mobility and incentive plan design. Companies with an accounting team, for example, will typically have a variety of levels within the function. Designed to meet your complete compensation benchmarking needs on a single platform, the Radford Global Compensation Database allows you to benchmark data from over 15 million employees across all geographies and industries for the most up-to-date workforce insights. Workday Media Contacts Also, as a company which has experienced rapid-growth over the last few years, features like the Radford job descriptions and leveling charts are great tools we can use with our business leaders to help them better understand the need for scalable compensation structures., "The primary reason we use Radford as our survey provider is the combination of their data accuracy and alignment with our talent compensation expectations. Our database, both in the US and around the world, has never been stronger. 2022 Aon plc. IT also employs student help to staff the Help Desk, Electronic and Computer Repair Services, and the Walker Technology Center. Radford Global Technology Survey, we find most companies in Russia haven't dramatically increased salaries for their technical talent over the past year. General Disclaimer Managing the distribution of employees at different levels is a way to ensure that you are developing new talent and shifting work that requires a lower level of skill to employees at more junior levels and lower levels of pay. In the chart above, Global Grade 5 is subdivided into two tweener grades, 5a and 5b, in order to accommodate more frequent performance assessments. Preferences | Legal | Privacy What we do. That may come from an amount based on what they earned at a previous job, the amount they think others get, what they need to make ends meet, or what they've heard from recruiters and seen on job boards. Some European countries, such as Germany and Austria, have a strongly regulated labor force. We also need to be aware of key markets where management talent may be paid a premium over what we typically view as comparable individual contributor positions in a dual career ladder global structure. ABOUT US A consistent leveling structure enables more robust and diverse analytics across sectors, geographies, and jobs. If you do not wish to receive these communications, please check here: Reimagine Your Workforce Strategy McLagan Data & Analytics The system combines individual contributors and managers into global grades where market pay suggests equivalence. endobj In an era where many companies are concerned with and actively root out pay inequities, as well as the deeper structural issues that can sometimes lead to them, job leveling is a system that can support this important effort. If a company wants to implement a new grading or leveling approach, the Works Council must approve the changes and be involved in the decision-making process. Use the interactive maps below to explore our coverage in more detail by country or state: The consolidation of multiple legacy surveys onto a single global platform, while leveraging a unified global job architecture and leveling system, along with a unified job library, creates an unmatched resource for the worlds most innovative and dynamic companies. McLagan Data & Analytics 0000001413 00000 n Where this is a factor, separate market-based pay ranges can be created for management and individual contributor positions that still remain in the same global grade for purposes of internal pay equity and global consistency. Infographics Radford has been an integral part in closing some of the Top Management positions and their work continues to speak for themselves. Core roles include communications, compliance, corporate and business administration, finance, hr, legal, marketing, operations, risk mangement, technology and treasury. endstream endobj startxref These job modules can be seen as distinct collections of job families; some modules include jobs commonly found at all companies, while other modules include industry-specific jobs that are generally found only within specific industries. Lattice This means that job leveling approaches quickly need to evolve beyond simply serving as defensible frameworks for pay equity. Entry-level professional jobs (level 1 and 2) don't have a big premium for new hires. When a hiring manager is opening a requisition, they too have an idea of knowing how much a job is worth. ONLY), | Cookie Site Map| Survey Data Policy | Email Preferences | Legal | Privacy Statement | Cookie Notice | Do Not Sell My Data (US ONLY) | Cookie Preferences To learn more about participating in a Radford survey, pleasecontact our team. Buzzfeed Site Map | Survey Data Policy | Email As the results from Aon Hewitt's 2014Trends in Global Engagement show, career development is at the top of employee engagement goals for both employees and companies. Aon plc. For workstudy opportunities, and to apply for financial aid, visit the Radford University's Financial Aid office online. %PDF-1.4 % While the representative body doesn't have legal authority over determining the size of salaries, it does have a voice in the overarching scheme that underpins compensation decisions. General Motors To make it easier to use and understand the data we provide, all survey data stored in the Radford Global Compensation Database will leverage the same job leveling and job matching methodology called the Radford Global Job Architecture and Leveling System. Preferences Salaries for mid-level engineers are just 6.5% higher than a year ago and overall salary increases for 2015 are running at 8.5% at the 50thpercentile. Stryker Contact Us 0000004431 00000 n Covers activities related to the sale of goods or services either in traditional stores or via electronic channels including internet sites, mobile applications or social media platforms. There are 10 individual levels, broken down as: Management: M3, M4, M5 & M6 Professional: P1, P2, P3, P4, P5 & P6 For companies that may not have a comprehensive internal job level framework yet, we offer a simpler, blended level structure that can be used to Benchmark employees against. Accelerate Your Workforce into the Future %PDF-1.7 % For example, China and India are beginning to show more prominent pay premiums for technical job roles, much like the US, while Japan and Korea seem to show a technical premium only at upper management levels, not at entry levels. UiPath However, the story changes dramatically when you begin to consider key emerging markets, as is the case in the chart below. 4 0 obj The benchmark job is exactly what it sounds like, a common job held by many that's consistently defined and relatively stable in design and purpose. The days of aging stale data and scraping together tidbits of information from the internet are over. Sales Professionals (all industries) Covers activities related to the acquisition, development, production, publication and distribution of film, television, animation, radio, podcast, web-based video, streaming, broadcast, print media, electronic games and other forms of media. Figure 2 illustrates how a globally consistent job architecture system, based on career levels, can be aligned to sample global salary range midpoints. Contact Us All rights reserved. And that extends to much more than their data. Importantly, most companies that turn to job leveling find the approach to be more transparent, fairer and easier to communicate to employees. Contact Us. El. Then consider affordability. Explore the Job Matrix Covers activities related to scientific research and development of products such as pharmaceuticals, biologics, therapeutics, diagnostics, medical devices, animal health, etc. Product Support The primary activity that describes the type of work performed, The specific segment of the business or type of work performed; summarizes the general responsibilities and shared purpose behind performing specific jobs, The most precise definition of purpose for, and actions taken by, employees in order to deliver on the expectations of clients, colleagues, regulators or leaders. A medium-sized global corporate discipline or department Develops, adapts and executes functional or departmental strategy to achieve key business objectives in area of responsibility Decisions. If instead he follows the dotted gold line and becomes a financial analyst, then he receives an out-of-family promotion. Explore the maps below to view incumbent and participant counts by country or state in the Radford Global Technology Survey. Organizational What is considered high pay at one company can be on the lower spectrum at another. We can agree when hiring executives, you want to compare pay levels with appropriate firms. Zero in on the data that matters most to you In this case, the job family is divided into different levels, each with a different target rate of pay. Between efficiency gains in HR and talent acquisition and improvements in employee engagement related to fairer and more consistent compensation decisions great survey data quickly pays for itself. Pay Equity This means a custom report, which would have taken days or even weeks to complete in the past, can now be run in a matter of minutes. Lower starting pay for new hires can also explain why rates move more slowly overall than you might think. The Radford Global Technology Survey defines six distinct levels of work for most individual contributor job families. Philips Healthcare The Technical/Scientific levels are new and will only be used by life sciences companies. 2158 0 obj <>/Filter/FlateDecode/ID[<0629B1A7E3CB114C93B42299E75E8EF1><144AEB0776675A4DB3A7E7A9FAB0BDC0>]/Index[2148 21]/Info 2147 0 R/Length 65/Prev 198871/Root 2149 0 R/Size 2169/Type/XRef/W[1 2 1]>>stream Intern, New Graduate and Pay Administration Study Let us know how we can help and a member of our team will be in touch shortly. 2 0 obj 3 0 obj <>>> Technology Preferences, Calculates rope strength. Drive Diversity, Equity and Inclusion Preferences | Legal | Privacy 0 Reports Manufacturing Tailored job leveling matrices to outline level differentiation and progression for employees across different functional groupings; A new salary structure that was deployed in different countries and linked to robust market data from the Radford Global Technology Survey; Leadership buy-in via a transparent process and easy-to-understand methodology; and. There is generally a 1-level off relationship in pay, as shown below here in the Management and Professional columns. 0000002381 00000 n This should provide a solid foundation for negotiations with your Works Council. 3 | Product Overview: Radford Global Technology Survey In-Depth, Flexible Reporting Compensation Totals Standard with survey participation, all Radford clients gain access to Compensation Totals reports for all countries where they participate Compensation Totals provide macro-level compensation data across all elements of pay, for all jobs in all purchased countries Alibaba Comparing jobs helps us know their relative value within the company. Predictive Analytics It is also a good idea to consider using market capitalization, or perhaps level or stage of development, as a way to ensure that comparisons are drawn from companies facing similar challenges and are hiring talent with similar experience. Preferences, Privacy RADFORD GLOBAL TECHNOLOGY SURVEY Global Long-Term Incentive (LTI) By Level - You vs. Market Subject: RADFORD GLOBAL TECHNOLOGY SURVEY Global Long-Term Incentive (LTI) By Level - You vs. Market Keywords: RADFORD GLOBAL TECHNOLOGY SURVEY Global Long-Term Incentive (LTI) By Level - You vs. Market Created Date: 7/29/2015 1:30:05 PM 0000001636 00000 n 0000002494 00000 n Years ago, companies routinely thought that the same peer list, or even results drawn from all participants in a survey, made for an effective benchmark analysis. High-level technical employees often referred to as fellows or chief scientists are becoming a common alternative to management roles. Purchasing a large, well-established salary survey may seem like a big expense, but you're likely to see a return on investment within your first few hires. Close the Future Skills Gap Our database, currently spanning 4.8 million people at 1,656 technology organizations, is updated quarterly, allowing Radford to deliver the timely, targeted data you need to compete in today's hottest talent hubs. Until this point, the client had different approaches to managing compensation programs and job grading across its functional areas and business units. Support Next, we aligned all job roles in the proposed architecture into grade levels with salary ranges attached for each geography and functional grouping. Join Our Mailing List. A great vibrant team and wishing them All The Best. Survey Services, ANALYTICS Retail and E-commerce Sales Compensation The Technical/Scientific levels are new and will only be used by life sciences companies. In the next section of this paper, we describe how Radford's approach can be customized for companies operating in Asia, Europe and the United States. Uber stream The company had a large number of employees with PhDs and needed to ensure alignment between scientific, management and business career paths. ONLY), | Cookie Figure 5 is an example of how different job families are graded and grouped into two tracks, one for management and one for individual contributors. As a company matures and expands its global footprint, the approach it takes for organizing its workforce will have a lasting cultural and financial impact. Having business functions fit into the same job grades across markets provides consistency but it doesn't prohibit companies from putting business functions into different salary ranges for different markets. sraPpk+LH/5upf\? All rights reserved. Benchmarks, Executive Where this is a factor, separate market-based pay ranges can be created for management and individual contributor positions that still remain in the same global grade for purposes of internal pay equity and global consistency.

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