ℹ️ General information

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What’s a leveling framework?

A leveling framework is a structured tool for anyone within an organization to:

• Define expectations in specific roles & levels
• Develop and give visibility on career options from a high-level overview
• Boost and manage internal mobility

This mapping of roles and responsibilities will be used as much by HRs and Managers to manage teams and organizations, as it will be by employees themselves to steer their career evolution.

Why having one for your team?

There are lots of benefits coming out of a leveling framework, just to name a few:

• It will help you create consistency across your HR programs, as you’ll start applying a one and only, standard, mapping for any kind of topic (compensation, performance, rewards, training, etc.)
• Particularly, it supports a fair compensation for equal work model
• You will outline clearly career growth opportunities, which will both support internal mobilities and employee retention on the long run.
• A clear framework will support effective planning as you will have a clearer vision on the expectations you can have, and map them to your business needs.
• Last but not least, it can ease administration harmonization: make job titles uniform, make compensation discussions easier, support rewards discussions, etc.

How and when to use it?

Once in place, you will use your leveling framework at all stages of the employee journey:

• Hiring: at the end of the interview process, you’ll be able to position your new employee on your leveling grid to set the expectations and define their compensation level
• Performance evaluation: beyond personal objectives, you’ll be able to assess their evolution compared to the expectations in terms of scope, responsibilities, and possible competencies if you defined them for each job.
• Compensation reviews
  • Salary reviews will be linked to your leveling framework either as you’ll have set some salary ranges per level, or because you’ll use a benchmark tool also using this kind of infrastructure.
  • Depending on your internal process, the leveling framework can also be linked to a bonus, equity, or individual reward scheme.

⚒️ Figures leveling frameworks

Our belief is that you can’t create a single levelling framework that can work for companies of all sizes and maturity level. A basic framework could prove not sophisticated enough for large organizations but a more granular one could prove too complex for early-stage companies. We chose to have two frameworks a simple one and an advanced one so that we could cover the needs of organizations of all sizes!

The advanced framework

This option will better fit large companies with more than 250+ people, who already overcame a simple framework as their organization is getting more and more complex.

→ New teams being created, new levels of management are needed, and more granularity in terms of impact or influence are to be considered to define someone’s level.

Advanced Individual Contributors framework

Level hints are here to help you understand the main differences between the level you’re looking at and the previous one, in case of hesitation!