Ww Human Resources

7/31/2019 Ww Human Resources

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Level Guides, Position Descriptionsand Global Grades

Level Guides, Position Descriptions and Global Grades

Introduction

This section includes the following:

Level Guidesset forth the criteria (i.e., the experience, education, skills, duties/tasks, and supervision given/received)

typically used to distinguish between or among the various levels of a job.

Position Descriptionsinclude the current benchmark job description used by participants to facilitate job matching.

Global Gradesare the end result of a systematic approach developed by Watson Wyatt Worldwide. They were designed to

support survey job matching on a consistent worldwide basis. The structure has been applied to each job and

job family currently found in this survey. Included is a map which diagrams the structure.


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Level Guides

Level Guide PROF4

Experience Knowledge Responsibilities Usually Reports to

Level 1 - Entry/Junior

0-2 years professionalexperience.

Entry level for employees

with Bachelor's Degree orequivalent.

OR

For legal positions, thosewith J.D. or LL.B. or

equivalent

Knows fundamental concepts,practices and procedures ofparticular field ofspecialization.

Using established procedures and working under immediatesupervision, performs assigned tasks.

Work is routine and instructions are usually detailed.

Little evaluation, originality or ingenuity is required.

For legal positions, may prepare briefs and documents ordraw up contracts for review and evaluation by others.

Lead Level

Level 2 - Intermediate2-5 years professionalexperience.

Knows and applies thefundamental concepts,

practices and procedures of

particular field ofspecialization.

Under supervision, performs work that is varied and thatmay be somewhat difficult in character, but usually involveslimited responsibility.

Some evaluation, originality or ingenuity is required.

Lead Level

Level 3 - Senior5-8 years professionalexperience.

Fully competent

professional - the firstcareer level in the ladder(i.e., it is expected that all

competent professionals will reachthis level).

Possesses and applies a broadknowledge of principles,

practices, and procedures of

particular field ofspecialization to thecompletion of difficult

assignments.

For legal positions, specializesin a particular area, such as

litigation, tax, patent, etc.

Usually works with minimum supervision, conferring withsuperior on unusual matters.

May be assisted by Entry/Junior or Intermediate Levelpersonnel.

Assignments are broad in nature, usually requiring

originality and ingenuity.

Has appreciable latitude for unreviewed action or decision.

For legal positions, acts in advisory capacity, making

recommendations which may have an important bearing onthe conduct of the organizations business.

Lead Level orMiddleManagement

Level 4 - LeadMore than 8 years

professional experience.

Management is typically thenext higher level.

Possesses and appliescomprehensive knowledge of

particular field of

specialization to thecompletion of complexassignments.

For legal positions, is fullyqualified in a particular area,such as in litigation, tax,

patent, etc.

Under general supervision, plans, conducts and supervisesassignments. Reviews progress and evaluates results. Inlegal setting, conducts and supervises broad legal

assignments, necessitating ability to evaluate matters whichmay have a major bearing on the conduct of theorganizations business.

Plans and assigns personnel for given projects or tasks.

Assists with the review and evaluation of personnelperformance.

Interprets and applies organization policy.

Recommends changes in procedures.

Operates with substantial latitude for unreviewed action or

decision.

Reviews progress with management.

Upper MiddleManagement orTop Management


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Level Guide SUPP3

Experience Skill Duties and Tasks Supervision Given and Received

Level 1 - Junior0-2 years of experience in positionor specialization.

Applies basic skills and maydevelop advanced skills usingtools and equipment

appropriate for the position orspecialization.

Duties and tasks are standardized.Resolves routine questions and

problems, and refers more complex

issues to higher levels.

Works under direct supervision andfollows standard procedures andwritten instructions to accomplish

assigned tasks.

Level 2 - Intermediate2-5 years of experience in positionor specialization.

Applies some advanced skillsto the position orspecialization. May adapt

procedures, processes, tools,

equipment and techniques tomeet the more complexrequirements of the position.

Duties and tasks are frequentlynonroutine. Resolves most questionsand problems, and refers only themost complex issues to higher levels.

Works under minimal supervision.May assist in orienting and traininglower level employees.

Level 3 - Senior5 or more years of experience in

position or specialization.

Applies advanced skills to the

position or specialization.

Adapts procedures,processes, tools, equipmentand techniques to accomplish

the requirements of theposition.

Duties and tasks reflect substantial

variety and complexity. Assignments

are broad in nature and usuallyrequire originality and ingenuity.May serve as a resource to others in

the resolution of complex problemsand issues.

Works under general supervision.

Relies on experience and judgment to

plan and accomplish assigned tasksand goals.

May orient, train, assign and check

the work of lower level employees.May be designated as "lead" worker.


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Level Guide SUPV3

Nature of Supervision Employees Supervised Responsibilities

Level 1 - Descriptive Titles: Working Supervisor, Group Leader, Lead PersonIncumbents at this level lead and direct a group of two ormore individuals. There is virtually no authority for

personnel actions normally associated with full supervisory

status (e.g., salary increases, promotions, performance reviews, disciplinaryactions).

Lead and directresponsibility may be foreither nonexempt or

exempt employees.

Coordinates the day-to-day operations of a group ofemployees. Leading and directing is usuallyrestricted to assigning, monitoring and reviewing

progress and accuracy of work, directing efforts andproviding technical guidance on more complexissues.

FLSA classification is typically the same assubordinate employees, and most of the work time is

spent performing many of the same duties.

Level 2 - Descriptive Titles: Supervisor, Unit Supervisor, ForepersonThis is the first level of full supervision. Incumbents mayinitiate and communicate a variety of personnel actions (e.g.,employment, termination, performance and salary reviews, disciplinaryactions, scheduling and/or approving overtime).

Generally, the subordinate group performs a single task ormultiple, but closely related tasks.

Supervision is provided directly or through group leaders(Level 1 supervisors).

Plant supervisors at this level generally supervise only one

shift and/or area of the plant.

The subordinate group maybe nonexempt and/orexempt.

Oversees the day-to-day operations of a group ofemployees. Responsible for training and developmentof subordinate staff, estimating personnel needs,assigning work, meeting completion dates,

interpreting and ensuring consistent application oforganizational policies.

Under FLSA, incumbents in this position meet thecriteria for exempt status.

Level 3 - Descriptive Titles: Senior Supervisor, General Foreperson, Assistant Manager/Department HeadThis is the highest level of supervisor. In someorganizations, incumbents in this position may beconsidered middle or lower middle management.

The subordinate group will generally possess a wide variety

of skills and/or knowledge, performing somewhat complexto very complex tasks. Employee pay, within thesubordinate group, may vary considerably.

Plant supervisors at this level generally supervise more than

one shift and/or area of the plant.

The subordinate group mayconsist of Level 1 and 2supervisors and/or non-supervisory employees

engaged in a wide varietyof often complex tasks.

In some staff positions, afunction (with no subordinatestaff) may be managed.

Provides leadership, coaching, and mentoring tosubordinate group.

In addition to Level 2 responsibilities, supervisors atthis level have impact on budgeting, controlling costs,

planning, scheduling, and procedural change.


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Position Descriptions

Pos.Code Executive

0870 Top Human Resources Executive (with Labor Relations) Global Grade(s): 15-19

Directs the development and implementation of most or all company-wide human resources policies and programs coveringemployment, orientation, training, labor relations, compensation, AA/EEO compliance, organization development,

relocation, safety and health, benefits, employee relations, records, employee assistance, etc.

0880 Top Human Resources Executive (without Labor Relations) Global Grade(s): 15-19Directs the development and implementation of most or all company-wide human resources policies and programs covering

employment, orientation, training, compensation, AA/EEO compliance, organization development, relocation, safety andhealth, benefits, employee relations, records, employee assistance, etc.

Division/Subsidiary/Plant Management

0882 Top Division/Subsidiary Human Resources Executive (with Labor Relations) Global Grade(s): 14-17Develops and implements human resources policies and programs for a division/subsidiary, consistent with policy guidelinesestablished by Corporate executive management, covering several of the following: employment, orientation, training, labor

relations, compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employeerelations, records, employee assistance, etc.

0883 Top Division/Subsidiary Human Resources Executive (without Labor Relations) Global Grade(s): 14-17Develops and implements human resources policies and programs for a division/subsidiary, consistent with policy guidelinesestablished by Corporate executive management, covering several of the following: employment, orientation, training,

compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employee relations,

records, employee assistance, etc.

0921 Plant Human Resources Manager (with Labor Relations) Global Grade(s): 13-16Administers human resources policies in a plant environment. Procures human resources, training, compensation, and other

activities needed to carry out human resources objectives and programs.

0922 Plant Human Resources Manager (without Labor Relations) Global Grade(s): 13-16Administers human resources policies in a plant environment. Procures human resources, training, compensation, and other

activities needed to carry out human resources objectives and programs.

0930 Generic Plant Human Resources Manager Global Grade(s): 13-16The data reported for this position is a combination of the data reported by participants for the following positions: 0921

Plant Human Resources Manager (with Labor Relations) and 0922 Plant Human Resources Manager (without LaborRelations).

International

0881 Top International Human Resources Executive Global Grade(s): 15-19Develops, implements and coordinates expatriate and local national country policies and programs covering employment,

placement, orientation and training, transfer and relocation, post allowances, housing, education, labor/employee relations,

compensation, organization development, safety and health, benefits and employee services. Directs the development andconsistent application of human resources policies and practices throughout all international locations of the organization.

0915 International Human Resources Manager Global Grade(s): 13-16Responsible for overseeing the global human resources function. Includes working with international offices on specific

needs, issues and requests. Facilitates the development and implementation of global human resources initiatives in the areas

of employment, employee relations, compensation and benefits, management development, training, expatriate

administration, and organization design and effectiveness.


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Pos.Code International (continued)

0919 International Human Resources Associate Global Grade(s): 10-14Administers and interprets policies and regulations to ensure accurate payment of all expatriate allowances as well as special

items such as moving expenses. May generate cost projections for assignments. Researches federal, state, and local expatriate

taxation as well as relevant host country regulations to ensure compliance. May reconcile data and work with payroll to

resolve differences.

General Human Resources

0910 Human Resources Manager Global Grade(s): 13-16Develops, implements and coordinates policies and programs covering several of the following: employment, labor relations,

wage and salary administration, orientation and training, placement, safety and health, benefits and employee services.

0923 Human Resources Administration Supervisor Global Grade(s): 9-14Plans and schedules work of assigned staff performing work in three or more functional areas of human resources. Supervises

the application of established human resources policies in employee relations, wage and salary administration, employment,

benefits administration, training, AA/EEO, labor relations, safety, and special projects. May supervise research in thedevelopment of human resources policies and procedures. Supervises the preparation of reports as required by legislation or

organization needs. May serve as liaison with the community or other outside agencies with regard to human resources

activities and programs.See Level Guide SUPV3.

0925 Human Resources Generalist Global Grade(s): 9-11Provides support in functional areas of human resources including but not limited to recruitment and employment, personnel

records, employee and/or labor relations, job evaluation, compensation management, benefits administration, organization

development, training, AA/EEO, and special projects. Assists in the development and implementation of human resources

policies and procedures and their dissemination through employee booklets, communications, and/or meetings. Preparesreports in conformance with legislated requirements or organization needs.See Level Guide PROF4.

1470 Human Resources Assistant Global Grade(s): 5-8Provides clerical/administrative support to one or more functional areas of Human Resources, such as recruitment and

staffing, personnel records, employee or labor relations, compensation, benefits, training and/or equal opportunity/affirmative

action. Processes various applications, employment, enrollment, pay change, informational and other confidential forms and

records. Gathers information and prepares reports. Maintains and distributes as appropriate, current employee information,

policy and procedure manuals and other communications. May conduct and summarize internal and external surveys togather information for policy development and planning. May perform higher level duties involving employee

communications, such as pre-employment screening, responding to routine questions on human resources policies and

procedures, identifying potential issues and grievances, etc. Operates a computer terminal and/or personal computer.See

Level Guide SUPP3.

1467 Human Resources Receptionist Global Grade(s): 5Greets all visitors to the Human Resources department and directs them to the appropriate location of the office. Answers anddirects all incoming calls. Handles the distribution of mail and facsimiles. Schedules meetings and interviews; reserves

conference rooms. May assist with pre-screening, testing, reference checking and new hire orientation. May prepare offer

and/or regret letters and order office supplies. Responsible for projects as assigned and general receptionist duties.

1460 Personnel Records Supervisor Global Grade(s): 8-10

Supervises the maintenance of employment records and the processing of all changes in personnel status. Coordinates thepreparation and release of reports, statistical summaries and reference information from the records of active and terminated

employees.See Level Guide SUPV3.

1455 Personnel Records Clerk Global Grade(s): 5-8Compiles, files, and maintains personnel records. Records a variety of employee data (e.g., name, address, date and reason

for personnel action and changes in employee status, earnings, absences). Files employment records according to filing

system used. Documents movement of files; traces missing files. Searches, locates, and removes material from file orfurnishes information to authorized individuals.


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Pos.Code General Human Resources (continued)

0903 Human Resources Metrics Analyst Global Grade(s): 9-11Analyzes financial and/or operational costs/benefits associated with a variety of human resource functions and practices

including but not limited to: staffing/cost of hire, training and development.

Compensation and Benefits

1090 Top Corporate Compensation and Benefits Executive Global Grade(s): 15-17Directs the planning, design, implementation, maintenance and administration of all compensation and benefits programs in

order to maintain the organization's objectives and competitive position in the marketplace. Compensation responsibilities

include base and total cash compensation programs, job evaluation, performance management programs, long-term incentive

programs, and executive compensation. Benefits responsibilities include life, health, disability, pension, and profit-sharing

programs. Note: the incumbent must be responsible for both compensation and benefits.

1080 Compensation and Benefits Manager Global Grade(s): 13-16Manages the organization's compensation and benefits programs, including but not limited to: job evaluation, performance

appraisal, salary and incentive programs, life and health insurance, disability, pension and profit sharing programs, etc.Evaluates compensation and benefits programs and recommends modifications to maintain the organization's objectives and

competitive position in the marketplace.

1045 Compensation and Benefits Supervisor Global Grade(s): 10-14Supervises the administration of compensation and benefits programs. Administers wage and salary management; job

evaluation; performance appraisal; incentives; life, health and disability insurance; profit sharing, pension and related

programs. May assist employees in filing claims and benefit elections. May participate in compensation and benefits surveys.

Performs analyses and makes recommendations for changes to compensation and/or benefits programs.See Level Guide

SUPV3.

1085 Compensation and Benefits Administrator Global Grade(s): 9-13Performs assignments in the administration of compensation and benefits programs. Conducts or participates incompensation surveys, prepares position descriptions and evaluates jobs using established evaluation systems. Reviews

changes in wages or salaries for conformance to organization policy. Audits evaluation of jobs to ensure equitable wage and

salary rates, both internally and externally. Administers the merit budget. Assists in the administration of performance

appraisal programs. Participates in the administration of various benefit programs such as life and health insurance, pension

plans and other benefits. Counsels with and advises employees on their eligibility for various benefits. Prepares or assists inthe preparation of employee booklets or communications covering compensation and benefits topics. Maintains

compensation and benefits records and files. Compiles and submits periodic reports as required. Serves as liaison with

outside insurance carriers or other agencies relative to the compensation and benefits function.See Level Guide PROF4.

1065 Top Corporate Compensation Executive Global Grade(s): 15-17Has overall responsibility for the planning, design, implementation, maintenance, and administration of a variety of

compensation programs to align the organization's people and business strategies, objectives, and competitive marketplace

position. Oversees the planning, development, and implementation of base salary and total cash compensation programs, aswell as job evaluation, performance management programs, long-term incentive programs, executive compensation, and

stock option plans. Ensures compliance with all legal requirements, prepares or directs the preparation and filing of legally

required reports.

1095 Executive Compensation Manager Global Grade(s): 13-16Develops, implements and administers compensation programs for top and senior executives intended to align total

compensation with the organization's business objectives. Programs include long-term incentive plans, stock options, andsupplemental benefits. May counsel or refer executives on matters related to finance and the filing of taxes.

1030 Compensation Manager Global Grade(s): 13-16Plans, develops and implements the overall job evaluation, performance appraisal, and wage and salary management

programs for the organization. Develops and administers all incentive programs within the guidelines of established policies.Conducts or participates in wage and salary surveys and recommends changes to ensure the maintenance of the organization's

compensation objectives and competitive position in the marketplace.


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Pos.Code Compensation and Benefits (continued)

1035 Compensation Supervisor Global Grade(s): 10-14Supervises the established wage and salary management program, consistent with employer's policies and all applicable

federal and state laws. Maintains the established job evaluation system and serves on job evaluation committees. Plans and

administers the conduct of or participation in wage and salary surveys; analyzes survey results and recommends changes to

the compensation program to maintain compensation objectives and competitive position in the marketplace. Monitors the

compensation aspect of the promotion and merit rating programs to ensure adherence to established policies. May participatein the implementation and administration of short-term variable pay programs; may monitor the effectiveness of such

programs and recommend changes as appropriate. Prepares periodic or special reports relevant to the compensation function.

See Level Guide SUPV3.

1050 Compensation Analyst Global Grade(s): 9-13Studies and analyzes wage or salaried jobs and prepares position descriptions in standardized form. Evaluates jobs using

established evaluation systems, determines grades and prepares records on the validity of the evaluations. Serves on jobevaluation committees. Conducts and/or participates in compensation surveys. Develops, recommends and writes job

evaluation and compensation procedures. Assists in the administration of merit rating programs, reviewing changes in wages

and salaries for conformance to policy. Audits evaluation of jobs and application of existing job classifications to individuals.

See Level Guide PROF4.

1060 Top Corporate Benefits Executive Global Grade(s): 15-17Has overall responsibility for planning, designing, implementing, and administering a variety of employee benefits programs

in support of the organization's business strategies. Programs include: life, health, disability insurance; pension, profitsharing, and other retirement related programs; vacation; etc. Plans and directs the development and implementation of new,

improved, and/or cost effective benefits plans. Ensures compliance with all legal requirements; prepares or directs the

preparation and filing of legally required reports. Selects and supervises trustees, brokers, consultants, etc.

0960 Employee Benefits Manager Global Grade(s): 13-16Plans, develops, and administers the various employee benefit programs, including but not limited to life and health

insurance, disability, pension, profit sharing, and related programs. Recommends new and/or improved employee benefit

plans and cost-saving measures. Ensures compliance with all legal requirements of various employee benefit programs and

prepares and files required legal reports.

0970 Employee Benefits Supervisor Global Grade(s): 10-14Supervises employees who coordinate and administer group life, health, accident and dental insurance plus various otheremployee benefits. Maintains records to assist in processing employee claims. Acts as liaison with various carriers,

distributes employee benefit claim checks and counsels employees on types of coverage. Prepares and maintains benefits

description booklets and certificates. Conducts preretirement counseling. Serves as liaison with inside and outside auditors.

See Level Guide SUPV3.

0980 Employee Benefits Planning Analyst Global Grade(s): 9-13Analyzes and develops policies and benefit plans covering group life, accident and health insurance, retirement and pension

plans, income continuation and other benefit programs. Maintains an ongoing effort to determine and maintain equity with

current benefit trends and legislated requirements and programs.See Level Guide PROF4.

0990 Employee Benefits Administrator Global Grade(s): 8-12

Coordinates the administration of employee benefit programs such as basic and major medical coverage, dental insurance,group life insurance, pension plans, and other benefits. Consults with and advises employees on eligibility, provisions, and

other matters related to benefits. Maintains benefits records and documents. Assists in the preparation of employee benefits

booklets and other employee benefit communications.See Level Guide PROF4.

1000 Employee Benefits Claim Clerk Global Grade(s): 5-8Checks the accuracy and completion of routine and complex employee claim forms, and processes them under theorganization's various benefit plans, including but not limited to group insurance, basic and major medical coverage and other

benefits. Maintains employee benefits records and prepares required reports. Counsels employees regarding benefit eligibility

and coverage. Transmits or arranges for correct claim benefit checks to employees. May conduct orientation programs onbenefits. Operates a personal computer and appropriate software packages or its equivalent.See Level Guide SUPP3.


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Pos.Code Employment/Equal Employment Opportunity/Relocation

1257 Top Employment/Recruiting Executive Global Grade(s): 14-17Directs the development and implementation of the organization's plans, policies, and programs designed to attract and retain

talent that creates a competitive advantage. Develops and maintains relationships with outside search firms and placement

agencies.

1260 Employment/Recruiting Manager Global Grade(s): 13-16Manages the recruiting and selection activities of the company to employ, place, and/or transfer internal and external

executives, managers, professionals, technicians, and support staff to ensure adequate staffing. Identifies sources of

candidates, initiates and maintains relationships with outside sources (e.g., employment agencies, recruiters, colleges, and job

fair sponsors). Directs the design and placement of employment advertising. Evaluates selection criteria and testingtechniques to ensure compliance to standards; participates in the development and implementation of revisions. Develops and

controls employment/recruiting expenditures budget. Ensures adherence to all federal, state, and local regulations governing

the employment process.

1263 Employment/Recruiting Supervisor Global Grade(s): 10-14Supervises employees who interview applicants for hourly and salaried positions, and develop and utilize various sources of

potential applicants to fulfill staffing needs. Reviews and approves text and placement of recruitment advertising in

newspapers, magazines, trade or professional journals, or other media. Makes job offers and monitors performance of new

employees during probationary period of employment. Maintains contact with and may visit high schools, trade schools,colleges, universities, job fairs and related functions as part of the recruiting efforts. May participate in orientation of new

employees. May conduct separation or exit interviews as appropriate. Ensures adherence to all federal, state and localregulations in the pre-screening and post employment process. Prepares legally required and special reports relevant to the

employment function.See Level Guide SUPV3.

1265 Employment/Recruiting Representative Global Grade(s): 9-13Recruits, screens, and interviews internal and external applicants to fill current or expected job vacancies. Reviews and

evaluates applicant's work history, education, training, and other qualifications. Notifies applicants of consideration or

rejection; interviews those selected that meet organization's qualifications. Informs candidates of job's duties/responsibilities,

compensation and benefits programs, work schedule/conditions, career advancement opportunities, etc. Conducts and scores,

or arranges for, testing of applicants; records results and other relevant information. Refers candidates to individual placingjob order. Performs reference and background checks. Prepares and extends job offers; prepares and/or authorizes appropriate

paperwork. Participates in the design and placement of employment advertising. Speaks with/to a variety of external contactsto provide information regarding job possibilities and career opportunities. Conducts new hire orientations and/or exitinterviews, as needed. Arranges for interviews and travel/lodging of selected applicants at company's expense, as necessary.


1267 Recruiting Assistant Global Grade(s): 5-8Provides assistance as required by the recruiting staff. This may include but is not limited to: scheduling interviews, making

travel arrangements for out-of-town candidates, preparing job offer letters, scheduling pre-employment physicals andbackground checks, and preparing personnel files. May administer tests, screen resumes, and conduct new hire orientation

programs.

1516 Immigration Services Manager Global Grade(s): 13-16Plans and develops immigration policies and programs for foreign nationals. Oversees the immigration application, visa, and

visa extension process. Ensures organizational compliance with all immigration codes and regulations.

1519 Immigration Specialist Global Grade(s): 10-14Administers immigration policies and programs for foreign nationals. Reviews and processes immigration applications, visas

and visa extensions. Ensures organizational compliance with all immigration codes and regulations. May advise foreign

nationals on immigration and visa procedures.


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Pos.Code Employment/Equal Employment Opportunity/Relocation (continued)

1521 Executive and Management Recruiter Global Grade(s): 13Selects, interviews, and recommends placement of candidates for executive and management positions. Schedules and

conducts interviews with candidates for placement. Consults with management to identify and recommend the most qualified

candidates. Extends offers to selected candidates and arranges for relocation when necessary. Develops effective working

relationships with executive search firms and placement agencies. Selects recruiting sources and techniques to fulfill

organization needs by attracting qualified candidates.

1522 Professional and Technical Staff Recruiter Global Grade(s): 12Recruits, interviews and recommends placement of candidates for professional and technical staff positions from both

internal and external sources. Develops effective working relationships with placement agencies, colleges, technical schools,and job fairs. Maintains effective working relationships with all levels of company management to ensure adequate coverage

of personnel needs. Consults with management to identify and recommend the most qualified candidates. Extends offers to

selected candidates and may arrange for relocation when necessary. Maintains an effective personnel advertising program asdirected by management. Keeps informed of developments in such areas as wages and salaries, employee benefits, and

general personnel practices.

1523 Administrative and Support Staff Recruiter Global Grade(s): 11Responsible for recruiting and selecting administrative and support staff personnel from both internal and external sources.

Maintains effective working relationships with all levels of company management to ensure adequate coverage of personnelneeds. Schedules and conducts interviews with candidates for placement. Consults with management to identify and

recommend the most qualified candidates. Maintains an effective personnel advertising program as directed by management.Keeps informed of developments in such areas as wages and salaries, employee benefits, and general personnel practices.

1528 Campus Recruiter Global Grade(s): 12Recruits, screens, and interviews candidates on campuses to fill current or expected job vacancies. May recommend

placement of candidates for particular job openings. Develops and maintains effective working relationships with

universities, colleges, and technical schools. This position may require travel.

1447 Top Diversity Executive Global Grade(s): 15-17Responsible for the design, implementation and maintenance of an effective diversity/affirmative action program within the

organization that is in compliance with government regulations and meets corporate goals and objectives. Responsible for

creating and maintaining an environment that is sensitive to the needs of today's diverse workforce. Areas of contributionmay include but are not limited to: staffing, recruitment, training and organizational development, and compensation.

1180 Equal Employment Opportunity Manager Global Grade(s): 13-16Establishes and implements the corporate Affirmative Action/Equal Employment Opportunity Programs for minority and

female employment and advancement, in compliance with legislation and management directives. Investigates complaints;

compiles and submits required AA/EEO statistical reports.

1185 Equal Employment Opportunity Supervisor Global Grade(s): 10-14Supervises the operation of the established Affirmative Action/Equal Employment Opportunity Programs (AA/EEO) to

ensure adherence to government legislation. Maintains existing and establishes new sources of minority and femalecandidates for employment. Monitors practices in hiring, training, transfer, promotion, and dismissal of minority, female and

other protected class employees and notifies higher level management of any irregularities. Investigates charges of alleged

discrimination and prepares reports of findings for review by organization officials and government agencies. Prepareslegally required AA/EEO reports for submission to government agencies and any regular or special reports for internal use.

Keeps abreast of any changes in government AA/EEO requirements and notifies and advises appropriate personnel of such

changes.See Level Guide SUPV3.

1190 Equal Employment Opportunity Representative Global Grade(s): 9-13Carries out the organization's Affirmative Action/Equal Employment Opportunity Programs for minority and femaleemployment and advancement, in compliance with legislation and management's directives. Maintains an effective interfacewith minority and female employees and investigates and resolves grievances for all employees. Conducts internal audits of

practices to identify possible violations, and compiles and submits required AA/EEO statistical reports.See Level Guide

PROF4.


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Pos.Code Employment/Equal Employment Opportunity/Relocation (continued)

1227 Employee Relocation Manager Global Grade(s): 13-16Manages all aspects of the employee relocation process to control disruption and lost work time for the employee, and cost to

the organization. Arranges for or advises transferees and their family members on the sale or buy-out of residential real

estate, leases, transportation of household goods, purchase or rental of a residence at the new location, transfer of necessary

office equipment and supplies, and other activities to facilitate the relocation. Approves cost estimates and expense vouchers.

Oversees the disbursement of any move-related funds such as cash advances, reimbursements, allowances, bonuses, etc.

1229 Employee Relocation Services Representative Global Grade(s): 9-13Coordinates support activities of the employee relocation process to control disruption and lost work time for the employee,

and to minimize cost. Performs assignments involved with assisting the transferee and family in the sale or buy-out ofresidential real estate, leases, transportation of household goods, purchase or rental of residence in the new location, transfer

of necessary office equipment and supplies, and other activities to facilitate the relocation. Processes administration of cost

estimates, expense vouchers, and the disbursement of any move-related funds such as cash advances, reimbursements,allowances, bonuses, etc.See Level Guide PROF4.

Employee Relations/Services

1195 Employee Relations Manager Global Grade(s): 13-16Manages all aspects of the employee relations function. Develops, recommends and implements approved organization-wide

employee relations policies and practices. Ensures the uniform and equitable application of organization policies andprocedures. Conducts organization audits to identify employee relations issues, and takes appropriate actions to address and

resolve those issues. Coordinates exit interviews and grievance procedures.

1198 Employee Relations Representative Global Grade(s): 9-13Administers programs designed to establish and maintain effective employee relations through the uniform and equitableapplication of policies and procedures. Audits organization to identify employee relations issues, and recommends

appropriate actions to address and resolve those issues. May participate in exit interviews and grievance procedures.See

Level Guide PROF4.

0935 Retention Manager Global Grade(s): 13-16Plans, develops and administers the organization's retention program. Conducts employee satisfaction surveys to establish

areas in need of improvement and takes appropriate actions to address these areas. May oversee exit interviews conducted to

establish and document reasons for employee turnover.

0905 Retention Analyst Global Grade(s): 9-11Develops and recommends company policies to improve retention in the organization. Responsible for conducting exit

interviews to establish and document reasons for employee turnover. Analyzes employee satisfaction surveys conductedeither by the organization or a third-party provider to establish areas in need of improvement.

1220 Employee Services Manager Global Grade(s): 13-16Establishes, administers, and coordinates organization-sponsored employee services and activities in order to enhance the

employee relations climate.

1225 Employee Services Supervisor Global Grade(s): 10-14Supervises employees engaged in coordinating employee services and activities designed to enhance employee/organization

relationships. Administers several employee services activities, such as physical fitness and wellness programs, operation andmaintenance of recreational facilities, employee relations programs, alcohol and substance abuse programs, employee

communications, new employee orientation programs, service award programs, sports activities, fundraising, social activitiesand food service operations. Recommends new programs or changes to existing programs to better serve employee needs and

organization objectives.See Level Guide SUPV3.

0977 Employee Assistance Program Manager Global Grade(s): 13-16Develops, implements, maintains and communicates the organization's comprehensive Employee Assistance Program

designed to support management and employee efforts in dealing with medical or behavioral issues affecting job-related or

personal performance. Investigates, evaluates and recommends the use of specific outside treatment and counseling facilities.

Develops and conducts training and educational seminars to employees and management. Note: the incumbent must possess

the appropriate education, state licensure and/or certification, and previous clinical counseling experience.


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Pos.Code Employee Relations/Services (continued)

0975 Employee Assistance Program Supervisor Global Grade(s): 10-14Supervises employees engaged in coordinating the operation of the Employee Assistance Program. Provides counsel and

advice to employees on the treatment and resolution of job-related or personal problems. Investigates, recommends and

maintains close associations with outside treatment and counseling facilities. Recommends changes or additions to the

program that reflect employee needs.See Level Guide SUPV3.

0973 Employee Assistance Program Counselor Global Grade(s): 11Counsels employees with medical or behavioral issues affecting job-related or personal performance. Assists management in

dealing with job-related employee issues. Evaluates employee needs and refers to appropriate outside treatment or counseling

facility. Maintains a library of literature on a variety of outside counseling services or treatment facilities. Assists indeveloping internal information publications and with internal training.

1205 Employee Assistance Program Administrator Global Grade(s): 11Provides support in administering employee assistance programs. Investigates, recommends and maintains close contact with

outside treatment and counseling facilities. Makes recommendations on changes or additions to the program that reflect

employee needs. May counsel employees on the treatment and resolution of job-related or personal problems.

1480 Employee Communications Manager Global Grade(s): 13-16

Develops internal human resources communications materials regarding policies and procedures, compensation, benefitschanges, etc. May develop and maintain the organization's policy and procedure manual as it relates to the human resources

function. May assist in the preparation of speeches and other presentations directed towards employees.

1475 Employee Communications Supervisor Global Grade(s): 10-14Supervises internal employee communication programs, including employee newsletters, handbooks, brochures, policies and

procedures manuals and related communications. May also supervise the preparation and distribution of annual benefitsenrollment materials and employee benefits handbooks.See Level Guide SUPV3.

1230 Employee Communications Editor Global Grade(s): 9-13Plans, edits and supervises publication of in-house newsletters and bulletins. Recruits and selects correspondents or reporters

from various departments, divisions and locations. Writes editorials and feature articles and secures necessary approvals.Plans layouts for each issue, contracts for art work, and informs printer of typeface, size of type, measure of lines and other

instructions to be followed. Prepares dummy page layouts and makes changes required to match available space. Arrangesfor distribution of periodicals to company and other personnel. Writes speeches and articles for public relations purposes.See

Level Guide PROF4.

Occupational Health and Safety

1503 Top Safety Executive Global Grade(s): 15-17Develops and implements policies, programs, and practices to ensure that the organization is in compliance with all federal,

state, and local laws, regulations, and standards concerning safety. Conducts safety audits in order to identify unsafe acts andconditions which may exist. May develop training in the areas of safety and health.

1500 Safety Director Global Grade(s): 13-16Establishes and promotes the maintenance of safe and healthy working conditions, and recommends measures to reduce or

eliminate industrial accident and health hazards in compliance with OSHA regulations.

1505 Safety Supervisor Global Grade(s): 10-14Supervises the safety and health program to ensure compliance with established policies and OSHA regulations. Coordinates

inspections and tours of facilities to detect existing or potential accident, fire, and health hazards; and recommends corrective

or preventive actions. Supervises or conducts employee training programs in accident and fire prevention and protection, and

other employee safety programs. Investigates accidents and injuries. Prepares legally required reports and any regular or

special reports for use in hearings, lawsuits, and insurance investigations. May serve as liaison with local fire departments,area hospitals, and other outside agencies regarding employee safety and health programs.See Level Guide SUPV3.


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Pos.Code Occupational Health and Safety (continued)

1510 Safety Representative Global Grade(s): 9-13Plans and administers training programs in accident and fire prevention and protection, and other employee safety

procedures. Prepares and distributes educational materials and information, audits company facilities, and recommends

actions for the correction of hazardous situations for compliance with OSHA regulations. Compiles and submits required

OSHA accident reports.See Level Guide PROF4.

1517 Integrated Disability Manager Global Grade(s): 13-16Manages all aspects of the Corporate Integrated Disability Management (IDM) program, including Workers' Compensation,

STD, LTD, and FMLA. Oversees the administration of the IDM program for one or more locations, including program

design, service delivery, program evaluation, and return-to-work management. Ensures that the IDM program provides soundclinical services and complies with legal, regulatory, and corporate policy.

1330 Medical Director Global Grade(s): 14-17Directs organization medical activities such as pre-employment physical examinations, periodic check-ups, treatment of

work-related illnesses, and medical care related to injuries and illnesses. Recommends medical and health policies, and

cooperates in preventive measures against injury and disease.

1377 Occupational Health Supervisor Global Grade(s): 10-14

Supervises the medical services for the organization. Oversees the administration of injury prevention, disability managemenand vocational rehabilitation programs. Responsible for workers' compensation claims handling, performance monitoring and

contract negotiating. Collaborates with safety resources and leadership to assure a safe workplace and provides disability

management education and training to employees and leadership.See Level Guide SUPV3.

1375 Occupational Nurse - RN Global Grade(s): 11-14Manages, coordinates, and administers several of the following: Workers' Compensation, Disability (Short-Term and Long-Term), Drug & Alcohol Program, Executive Physical Examination Program, and Wellness Programs. May maintain OSHA

log and employee medical record files; counsel with and advise employees regarding health inquiries; assist in the

rehabilitation of disabled employees; conduct educational programs related to safety, health and risk prevention; and review

and validate all pre-employment physical examination results. Serves as a liaison with insurance carriers, employees, and

physicians. May serve on a safety committee.

1511 Workers' Compensation Manager Global Grade(s): 13-16Manages all aspects of the company's workers' compensation program. Develops and implements processes and procedures

to achieve cost containment and cost reductions. Responsibilities may include pursuing claim resolution opportunities,settlements, denials, and litigation management; return-to-work management; authorizing payment of settlements; managing

the insurance carrier to ensure effective administration of the program; and providing consultation regarding claims matters

to managers and employees.

1512 Workers' Compensation Administrator Global Grade(s): 12Provides support in administration of workers' compensation program. Responsible for claims administration and audits,

report preparation, and compilation of statistics. Interprets laws and regulations, determines appropriate courses of action,

and presents solutions to resolve claims. Interfaces with employees, managers, insurance carriers, medical personnel andattorneys. May provide data for OSHA-related reporting.

1208 Wellness Program Manager Global Grade(s): 13-16Manages all aspects of the corporate wellness program. Plans and develops program activities aimed at improving employeehealth and well being, including physical fitness, weight reduction, stress management, smoking cessation, early detection,

and related programs. May counsel and advise employees regarding wellness programs and activities.

1210 Wellness Program Administrator Global Grade(s): 11Provides support in administering wellness programs. Administers program activities aimed at improving employee health

and well being, including physical fitness, weight reduction, stress management, and smoking cessation. Makes

recommendations on changes or additions to the program to reflect changing needs of employees.


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Pos.Code Occupational Health and Safety (continued)

1370 Head Industrial Nurse Global Grade(s): 12Directs nursing service activities in the workplace. Assigns duties to professional and auxiliary nursing personnel in

accordance with industrial physician's instructions and supervises and evaluates their work performance. Directs preparation

and maintenance of employee patient's clinical records, and compiles reports on staff performance and medical services

rendered. Ensures established inventory standards for medicines, solutions, supplies and equipment, and accounts for

narcotics.

1380 Industrial Nurse - RN Global Grade(s): 11Renders professional nursing care for the comfort and well-being of patients. Prepares equipment and assists physician

during examinations and treatments. Administers prescribed medications, changes dressings, cleans wounds, and monitorspatient's vital signs. Observes and maintains records on patient's care, condition, reaction, and progress.

Security

0875 Top Security Executive Global Grade(s): 15-18Plans, directs, recommends, and implements policies and procedures to ensure the physical protection and security of theorganization's property and assets. Oversees the maintenance and effective operation of the organization's security equipment

Acts as a liaison with local, state, federal law enforcement agencies on all matters pertaining to security.

1545 Security Manager Global Grade(s): 13-16Establishes and maintains adequate security regulations and procedures for the organization. Ensures an adequately staffed

and trained guard force, and directs their activities. Assists, advises, and guides all departments regarding security regulations

and procedures. Coordinates contacts with outside law enforcement agencies.

1550 Security Supervisor Global Grade(s): 10-14Supervises employees who protect organization and employee property from fire, theft, sabotage, riots or other situations that

endanger the well-being of employees or facilities. Admits authorized persons, checks that organization property is not

removed without proper approval. Makes periodic inspection tours of buildings and grounds to watch for and guard againstfire, theft, illegal entry, infractions of safety regulations, and other irregularities.See Level Guide SUPV3.

1560 Security Guard - Armed Global Grade(s): 6-8Guards property against damage, fire, theft, trespassing and illegal entry. Makes periodic tours about buildings and grounds,

examining doors, windows and gates to ensure that they are properly secured. Ensures identification of employees or visitorsby fingerprinting, photographing, interviewing and preparing badges. Investigates disturbances, and in the event of an

emergency, maintains order and safety of personnel. May serve as liaison with police on mutual problems. Holds a valid

firearms license and carries a firearm at all times when on duty.See Level Guide SUPP3.

1570 Security Guard - Unarmed Global Grade(s): 5-7Guards property against damage, fire, theft, trespassing and illegal entry. Makes periodic tours about buildings and grounds,

examining doors, windows and gates to ensure that they are properly secured. Ensures identification of employees or visitorsby fingerprinting, photographing, interviewing and preparing badges. Investigates disturbances, and in the event of an

emergency, maintains order and safety of personnel. May serve as liaison with police on mutual problems.See Level Guide

SUPP3.

1572 Generic Security Guard Global Grade(s): 5-8

The data reported for this position is a combination of the data reported by participants for the following positions: 1560Security Guard - Armed and 1570 Security Guard - Unarmed.See Level Guide SUPP3.

Training and Development

1445 Top Training and Organizational Development Executive Global Grade(s): 15-17Creates a fully integrated learning organization for the company by developing, aligning and delivering organizational

development and training activities to meet business goals. Provides internal consulting in training and organizational

development to departments: facilitates change management methodologies, and works with management to assess trainingand development needs consistent with the organization's strategy and vision. Enhances individual and team performance by

creating a climate of continuous learning in support of the organization's strategic initiatives.


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Pos.Code Training and Development (continued)

0907 Human Resources Planning Manager Global Grade(s): 13-16Directs the short- and long-range planning of the organization's human resources and staffing programs. Establishes policies

related to all aspects of human resources, including but not limited to employment, EEO, employee or labor relations,

training and development, succession planning, and employee services programs. Develops specific programs and advises

functional managers on implementation. Recommends changes in human resources and/or staffing programs to maintain the

organization's objectives and competitive position in the marketplace.

1120 Management Development Manager Global Grade(s): 13-16Develops, coordinates and administers management inventory, appraisal, training, placement, counseling and related

programs. Provides an adequate and continuing flow of qualified management personnel to fill the executive requirements ofthe organization.

1130 Employee Training Manager Global Grade(s): 13-16Manages the organization's training by conducting needs assessments, developing appropriate programs including the

preparation of aids/materials, and conducting a variety of training programs. May contract with outside vendors in the

development and conduct of training programs. Coordinates employee participation in outside vendor training.

1140 Employee Training Supervisor Global Grade(s): 10-14

Supervises the analysis and identification of specific training needs for personnel. Supervises employees who plan, develop,administer and conduct programs and specialized training sessions covering new employee orientation, specific on-the-job

training, sales techniques and other areas as required. Selects and develops training methods, such as individual coaching,

group instruction, lectures, demonstrations, conferences, meetings and workshops. Selects and develops teaching aids such astraining handbooks, demonstration models, and visual aids. Coordinates employee testing to measure the effectiveness of

training programs.See Level Guide SUPV3.

1150 Employee Training Specialist Global Grade(s): 9-13Administers, organizes and conducts training and educational programs in connection with management and promotional

development, on-the-job training, and employee orientation. Maintains records of training activities and employee progress

and monitors effectiveness of programs. The senior levels of this position may design and develop in-house programs.See

Level Guide PROF4.

3077 Training Assistant Global Grade(s): 5-8Provides clerical/administrative support to the training and development function. Schedules, coordinates and maintains

master schedule of training programs, courses, and the use of equipment, space and facilities. May resolve routine schedulingconflicts. Distributes course catalogs, processes registration, and answers routine inquiries regarding courses and schedules.

Arranges for outside services, such as audio visual assistance, meals and refreshments, housekeeping, maintenance or repairs.

Assembles and distributes course materials and teaching aides, as required for each type of program. May operate audio

visual services during training programs. Prepares appropriate forms, correspondence, memoranda, and records regardingcourse attendance, feedback on programs, instructors, etc. Prepares reports and statistical summaries. Maintains and may

reorder training material, teaching aides and information on outside programs. Operates a personal computer and appropriate

software packages or its equivalent.See Level Guide SUPP3.

Information Systems

0900 Human Resources Intranet Web Manager Global Grade(s): 13-16

Manages and coordinates the design, development, and maintenance of corporate HR intranet web pages. Prioritizes webdevelopment activities and implementation, ensuring accuracy and timeliness. Develops HR web standards. Creates trackingtools and provides summary data to management. Develops hardware and software recommendations. Interfaces with

corporate web technology experts, HR specialists and vendors.

0895 Top Human Resources Information Systems (HRIS) Executive Global Grade(s): 15-17Plans and directs all aspects of design, development, testing, implementation, and maintenance of new or modified human

resources information system(s) to meet the organization's ongoing needs. Researches, analyzes and selects appropriate

hardware and software. Coordinates with internal IS/IT staff to ensure the effective integration of HRIS with other businessapplications, as appropriate.


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Pos.Code Information Systems (continued)

1461 Human Resources Information Systems (HRIS) Manager Global Grade(s): 13-16Manages the integration of present human resources office procedures into electronic data processing systems in support of

human resources administration and projects. Develops, tests, and implements new or modified systems to meet changing

requirements. Recommends new equipment or software to support human resources objectives. Prepares periodic or special

reports relevant to the human resources function.

1463 Human Resources Information Systems (HRIS) Supervisor Global Grade(s): 10-14Supervises the implementation and maintenance of human resources records into electronic data processing systems.

Implements efficient means of data collection and maintenance. Supervises generation of regular and special reports

regarding employee skills, pay data and related information. Recommends changes in methods or procedures to increaseefficiency.See Level Guide SUPV3.

1465 Human Resources Information Systems (HRIS) Analyst Global Grade(s): 9-13Researches, analyzes, designs and maintains desktop computer systems in support of human resources administration and

projects. Continually monitors information needs and designs new or modifies existing systems to meet changing

requirements. Serves as liaison with information systems staff in resolving programming and related problems. Recommends

new equipment or software in support of objectives.See Level Guide PROF4.

1472 Human Resources Information Systems (HRIS) Clerk Global Grade(s): 5-8Enters and controls data from confidential employee records in the organization's computerized Human Resources

Information Systems. Reviews source documents for accuracy and completion of data input, and verifies output. Generates

and distributes a variety of reports and statistical summaries regarding employee skills, pay data and related information.May develop queries and generate more reports for authorized personnel.See Level Guide SUPP3.

Labor Relations/Legal

1440 Top Labor Relations Executive Global Grade(s): 15-19Directs the development and implementation of the organization's plans, policies, and programs designed to maintainsatisfactory relations between management and organized labor, as well as union avoidance. Conducts, participates in or

advises on contract negotiations. Provides interpretation of federal and state legislation, and collective bargaining agreements

Represents the organization in arbitration cases and hearings.

1255 Employment Law Attorney Global Grade(s): 12-15Interprets and prepares legal documents, analyzes proposed and existing legislation, reviews company policies, monitors and

ensures legal compliance, and advises management on legal matters in order to guard the organization against legal liability.


1420 Labor Relations Manager Global Grade(s): 13-16Establishes and maintains satisfactory labor-management relations. Formulates and administers the organization's labor

relations policy, subject to top management guidance and approval. Represents management in labor relations, including thenegotiation, interpretation, and administration of collective bargaining agreements.

1430 Labor Relations Representative Global Grade(s): 9-13Prepares for, conducts, or advises on contract negotiations. Draws up or assists in drawing up labor agreements. Advises on

the administration of labor agreements and on the handling of grievances. Prepares briefs for arbitration cases and conducts

presentations at hearings. Advises on the application of the Fair Labor Standards Act, Labor Management Relations Act andother federal and state legislation. Represents the organization in dealings with government agencies such as the National

Labor Relations Board and the Wage-Hour Division of the Bureau of Labor. Engages in other personnel activities such ascompensation, benefits, recruitment, and training.See Level Guide PROF4.


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Global Grades

In order to address the variety of ways companies describe and structure jobs in markets around the world,

Watson Wyatt has developed the Watson Wyatt Global Grades. This Global Grading System is designed tounderpin survey job matching on a consistent world-wide basis.

The Watson Wyatt Global Grades methodology allows companies to compare positions in this reference withthose in other references, from country to country, and has its roots in basic job evaluation. The sizing factors

selected are transferable across national boundaries and provide an appropriate mechanism for job matching.

The factors include a combination of input factors such as the knowledge, skills and competencies demanded

by a job/role as well as output factors such as the nature and scope of impact of the job/role within theorganization/business.

We have used the factor plan to evaluate a broad sample of jobs from our existing survey databases around the

world. (The Watson Wyatt Data Services Global 50 Remuneration Planning Report includes selected jobs

that are common and stable to all countries/markets. Many of these jobs are found in all sectors; however, the

data provided in the study are sourced primarily from the Industrial, High Technology, and Service Sectors.)Because the use of evaluation points on an ongoing basis to differentiate relative job size can be very

burdensome, we felt that a Global Grading System would be a more immediately useful tool.

Additionally, we found that while a factor plan will differentiate between job roles as a direct result of

organization size, it may not be sufficiently sensitive to reflect all organization scope differences that areimportant in the collection and analysis of market data, particularly at senior job levels. We discovered through

extensive research that there are a number of quantitative and qualitative factors that play a stronger part than

others in determining the size of roles of senior executives including:

Sales/Turnover

Total Assets Under Management (for Financial Institutions)

Number of Employees

Complexity/Diversity of Organization and Markets (Domestic, International, Global)

Geographical Breadth

The Watson Wyatt Global Grades methodology described above is a 25-grade job-worth hierarchy, and hasbeen applied to each job and job family currently found in all of our surveys/reports. The hierarchy is mapped

out diagrammatically at the end of this section.

Benchmark Roles/Jobs

Each benchmark job, and its levels contained in this survey/report, has been assigned a discrete global grade

(GG) or a range of grades.

These levels either reflect a difference in the scope of skills requirements/responsibilities of a single job/role, ordifferent jobs/roles within an organizational hierarchy.


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Broad Grade Band Definitions

Many participants use a series of broad bands or role levels within their internal compensation program. Our

Global Grading System can easily reflect that, as shown in the descriptions that accompany each of thegroupings listed below and portrayed in the Global Grade Map.

Top Management 1 - GG 21-25:This category covers all Senior Executives at the group or board levels in large multinational companies, up to

and including Chief Executives. Executives in this band will be responsible for defining business strategy and

contributing to the organization through their vision.

Top Management 2 - GG 16-20:This category covers all heads of functions or divisions below the group board level in the large multinationalsor Chief Executives in medium to large organizations.

Heads of Function in this band actively participate in developing company policy and closely advise the Chief

Executive on strategy. They will contribute to the organization through strategy definition and implementation

and to their function through their vision.

Chief Executives and Business Unit Managers in this band will be responsible for defining business strategy

and contributing to the organization through their vision.

Middle Management - GG 12-16:This category covers Middle Managers below Heads of Function and/or those reporting to Senior Management

in medium to large organizations, as well as Top Management positions in small organizations or businessunits. These positions would typically contribute through their people leadership.

Positions with supervisory responsibility not regarded as having full management status would not be included

here.

This category may also coverTechnical Experts, individual contributors who deliver a job that is key to the

company. These positions would contribute to the organization through their professional leadership.

Professional/Administration/Junior Management - GG 9-16:This category covers Supervisory Positions and Junior Managers where staff responsibility is a large portion

of the job, e.g. accounts department supervisors, operations supervisors, etc. The category also includes

professional staff, e.g. accounting, computing, engineering, marketing, personnel and purchasing staff. Finally

it also covers some senioradministrativejobs.

Although similarly leveled, these three employee groups differ in their nature. Junior Management jobs

contribute primarily through others; administrative jobs contribute independently and professional jobscontribute through the use of their expertise. Some organizations may separate them into different levels based

on that criterion.


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Clerical/Technicians - GG 5-8:This category covers all clerical, administrative and secretarial staff with little or no supervisory responsibilitybut that contribute independently through their skills to the organization, e.g. junior staff in finance, marketing,

office services and personnel functions.

It also covers basic computing/data processing staff such as operators, customer service assistants and skilled

craftsmen/technicians, as well as senior production operators and occasionally team leaders in manufacturingenvironments.

Manual/Junior Clerical - GG 1-4:This category includes manual workers/operatives, messengers, receptionists, telephone operators, and typists

who contribute to the organization with assistance from more senior positions.


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Global Grade Map

Management Career

ROLE CONTRIBUTES (THROUGH)

Tasks1

Skills2

Expertise3

Leadership4

Functional Strategy5FS

Business Strategy5BS

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

1st LINETOP MANAGEMENT

TOP MANAGEMENT

MIDDLEMANAGEMENT

SUPERVISOR

Professional Career

1 2 3T 4T

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25

SENIOR PROFESSIONAL

PROFESSIONAL

TECHNICIAN

SR. CLERICAL/ADMIN.

CLERICAL/ADMIN.

ANCILLARY

16 17 18 19 20 21 22 23 24 25

Number ofEmployees

90 240 620 1,600 4,100 10,600 27,500 75,000 200,000

Turnover(US $ MILL)

75 150 500 1,000 2,000 5,000 10,000 50,000 100,000

COMPLEXITY OF MARKETPRODUCTDIVERSIFICATION Domestic International Global

Low 16 19 20

Medium 18 21 22

High 20 23 24

GRADE

BAND