Amara Larsen· Benefits Analyst, Silverline Media
Asked in Job Architecture & Careers ·
I'm with an energy utility in Australia, around 4,300 employees plus roughly 900 contractors and labour-hire workers at any time, many in roles identical to permanent ones. Procurement manages them by rate card with its own six categories, which do not line up with our eleven levels.
Workforce planning now wants a single view of capability by level, and the business would like contractors visible in the same structure. Our employment lawyers are cautious about anything that makes contractors look like employees.
If you have mapped them, how did you do it without treating them as part of the career framework? And did it change how rates were set?
7 helpful · 2 insightful · 3 replies · 168 views · 5 following
Ximena PereiraCRP, CBS
HR Business Partner, Silverline Media
We map the role, not the person. Each contractor requisition carries a 'reference level' taken from the equivalent permanent job, used for planning and for a sanity check on the rate. Contractors do not get level criteria, career conversations or anything individual. That distinction was what our legal team needed to be comfortable.
Ben ZhangCEP
Head of Reward, Bellwether Consulting
Vera LarsenCRP
Benefits Manager, Qasr Holdings
We kept them outside deliberately. A professional services firm, about 700 contractors. Procurement's categories were rebuilt to nest inside our levels, so two of their categories equal one of our level bands, and reporting can roll up without any contractor record holding a level.
Less elegant, but it avoided the argument entirely.
