The Birches Group solution for job evaluation is Community™ Jobs. In a prior article, we explained a bit more about our integrated approach to HR management through the Community™ platform. In this article, we will delve more deeply into how organizations establish their internal structure, and how to measure it.
Community™ Jobs is intuitive. It segments the workforce into groupings of jobs that are clearly distinguishable from one another in a progressive manner, zeroing in on the placement of jobs step by step.
The How and The Why
The first step is to determine into which of two categories a job falls:
The How and The Why
This division of an organization can be traced back to the military. The Roman Army was the first large organization where roles were arrayed according to rank: the enlisted (“How” jobs) and officers (“Why” jobs). These military structures have been adapted by private and government institutions over time, and while they certainly have evolved a lot since Roman times, the fundamentals are still the same.
The two categories are complementary:
- Why jobs focus on managing and leading the organization, and the origination and delivery of policies, products, and programs.
- How jobs focus on executing processes and transactions, including quality control, under predetermined guidelines.
Let’s take a closer look.
The Community of Work – The Four Job Clusters
Within the categories of How and Why, we have identified two clusters of related jobs within each group, as shown in the diagram below:
Job levels found within each of the job clusters defined above possess similar characteristics based on their purpose and contribution toward the organization’s mission.
Fourteen Job Levels
Once jobs have been classified into their appropriate clusters, using the three job evaluation factors of Community™ – Purpose, Engagement, and Delivery – it becomes possible to finally evaluate jobs, level by level, into Birches Group’s fourteen Community™ job levels.
Beginning with physical or manual roles at BG-1 under the General cluster, all the way to organizational leadership at BG-14 in the Leadership cluster, the fourteen Community™ job levels can easily be adapted and used to determine equivalent worth amongst jobs in any organization. The table below shows the values for each factor by level.
When an organization’s jobs have been aligned to the fourteen Community™ job levels, a foundation is established to easily ensure internal equity, measure market competitiveness on pay, assess skill level among staff and manage performance evaluation, using the integrated Community system™.
To learn more about Community™ and how it can support your organization, contact us.