Liam Chen· Compensation Manager, Pinehurst Foods
Posted in Job Architecture & Careers ·
After an audit could not reconstruct why about a fifth of our roles sat at the level they did, we introduced a decision record. I'm at a regional bank in the US Southeast, about 3,100 employees, eleven levels.
It is one page with six fields: the role's purpose in two sentences; the three decisions the role makes without approval; two comparator roles already in the framework, one at the proposed level and one at the level below; the criteria that distinguish it from the lower comparator; who made the decision and on what date; and what would cause it to be revisited.
It takes about 20 minutes to complete. The comparator field has been the most useful, since it forces a relative judgement instead of an essay. Happy to hear what others would add or remove.
3 helpful · 2 insightful · 2 replies · 113 views · 4 following
Compensation Consultant, Tidewater Utilities
I'd add a comparator at the level above as well. Ours has both, and the upper one is where inflated requests fall over, because the manager has to explain why the role is not doing what the higher one does. Otherwise very close to what we use in a Canadian credit union, though ours has crept to two pages and I envy your one.
Nina VargasGRS
Global Mobility Manager, Steinbach Industrie
Good template. One removal I would consider: 'what would cause it to be revisited'. In our version that field was filled with the same sentence every time, something like 'significant change in scope', and it added nothing. We replaced it with a review date, and the system prompts the owner.
