Pay grading structures

New and updated

• Pay and grading structures survey 2015

  Date:

  20 November 2015

  Type:

  Survey analysis

  The 2015 survey of pay and grading structures looks at the type of structures in use and how they are designed.

• How to introduce and review a pay and grading structure

  Type:

  How to

  Practical guidance on introducing and reviewing a pay and grading structure, including single grade structures; narrow grade structures; broadbanding; job families; and career families.

• Pay progression

  Type:

  Employment glossary

  Definition from the XpertHR glossary.

• Grading structure

  Type:

  Employment glossary

  Definition from the XpertHR glossary.

• Employers' use of competencies: XpertHR survey 2014

  Date:

  12 May 2014

  Type:

  Survey analysis

  Latest research from XpertHR investigates the diverse ways in which competencies - that is, the skills, knowledge and behaviours possessed by employees - may be used to help drive high levels of organisational performance.

• Whole job analysis

  Type:

  Employment glossary

  Definition from the XpertHR glossary.

• Grade drift

  Type:

  Employment glossary

  Definition from the XpertHR glossary.

• Rank order

  Type:

  Employment glossary

  Definition from the XpertHR glossary.

• Pay harmony on single status at Newcastle City Council

  Date:

  17 December 2010

  Type:

  Case studies

  It has taken a decade for an equality-proofed pay and grading structure to be negotiated and implemented at Newcastle City Council, but both the employer and union are proud of it.

• Equal pay: The use of a length-of-service criterion was justified for a period of five years only

  Date:

  14 December 2009

  Type:

  Law reports

  In Wilson v Health and Safety Executive [2009] EWCA Civ 1074 CA, the Court of Appeal agreed with the EAT that the ECJ decision in Cadman allows a tribunal to examine the practical application, as well as the adoption, of a length-of-service criterion in a pay scheme. However, the EAT had set the threshold for establishing the requisite "serious doubts" about the criterion too high. To challenge the particular use of such a criterion, "the employee only has to show that there is evidence from which, if established at trial, it can properly be found that the general rule" that such a criterion is appropriate "does not apply".