Julia Ibrahim· Compensation Consultant, Steinbach Industrie
Asked in Job Architecture & Careers ·
Manufacturer of building materials in Germany and Austria, about 4,700 employees. A reorganisation this summer merged two regions, and as a result 23 managers now have roles that evaluate one level lower than before: smaller teams, less revenue responsibility. Nobody was made redundant, which was the stated goal.
We now have people at level 8 doing level 7 jobs. Their pay is protected under the works agreement for the reorganisation, so this is about the level and title only. The business wants to leave levels alone to avoid upset. My concern is that the framework then describes people, not jobs, and peers at level 7 doing the same work will notice.
What have others done, and did you put a time limit on it?
0 reactions · 4 replies · 18 views · 4 following
Accepted answer· by Petra Dubois
Having done both versions at different employers, what I'd advise is close to the second reply, with one change. Level the job correctly on day one and record the difference as a personal placement, so the framework stays about jobs and your level 7 peers have an answer. Set the review at 24 months, but make the outcome a decision instead of an automatic drop: at that point either the role has grown back, the person has moved, or you agree a permanent personal placement that closes when they leave the role. That gave us the discipline of a date without the cliff edge.
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Benefits Manager, Silverline Media
We left the levels alone in a similar situation in 2022 and I regret it. Three years on, 14 of the 19 people are still in the same roles at the old level, two peers have appealed on the comparison, and we have no principled answer for them. Whatever you decide, decide it now and write it down.
Benefits Manager, Silverline Media
The job gets the new level immediately; the person gets a personal level marker for a fixed period. We used 24 months at an Austrian energy company. During that time they are first in line for vacancies at their old level. After it, the personal marker goes, and pay protection continues according to the agreement.
Of 31 people, 20 moved back into a role at their previous level within the period.
Victor UedaCEP
Job Architecture Lead, Independent
HR Business Partner, Meridian Health Systems
Accepted answer
Having done both versions at different employers, what I'd advise is close to the second reply, with one change. Level the job correctly on day one and record the difference as a personal placement, so the framework stays about jobs and your level 7 peers have an answer.
Set the review at 24 months, but make the outcome a decision instead of an automatic drop: at that point either the role has grown back, the person has moved, or you agree a permanent personal placement that closes when they leave the role. That gave us the discipline of a date without the cliff edge.
