Dear Seniors,
My CEO has given me the challenging task of creating bands like B1, B2, B3, which will help in determining the salary and other facilities to be provided for a particular position. I am feeling clueless about it. Please help me in preparing the bands.
Regards,
Durga
From India, Delhi
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23My CEO has given me the challenging task of creating bands like B1, B2, B3, which will help in determining the salary and other facilities to be provided for a particular position. I am feeling clueless about it. Please help me in preparing the bands.
Regards,
Durga
From India, Delhi
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First, create a list of total job positions in the organization.
Second, segregate them into job families as per occupational classifications - technical, administration, professional, etc.
Third, place them in order of importance and merit from most important to least important in vertical levels of jobs for placement into hierarchical grades.
Fourth, group them into clusters of jobs in a horizontal grade structure with a minimum to maximum salary spread, including minimum-mid-maximum salary ranges in each grade.
Then, designate those grades as A, B, C, D, or M1, M2, M3, or whatever you feel fits the grade structure.
From Saudi Arabia
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Second, segregate them into job families as per occupational classifications - technical, administration, professional, etc.
Third, place them in order of importance and merit from most important to least important in vertical levels of jobs for placement into hierarchical grades.
Fourth, group them into clusters of jobs in a horizontal grade structure with a minimum to maximum salary spread, including minimum-mid-maximum salary ranges in each grade.
Then, designate those grades as A, B, C, D, or M1, M2, M3, or whatever you feel fits the grade structure.
From Saudi Arabia
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Thank you, friend.
I need more clarity. Could you please help me understand with an example? Could you also explain if the breakup differs from band to band? For example, in the case of Band 1, the HRA was 50% of the basic, so is it 65% of basic in the case of Band 2? It would be wonderful and greatly appreciated if you could provide me with the format of the bands.
Please, help me, friend.
Regards,
Durga
From India, Delhi
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I need more clarity. Could you please help me understand with an example? Could you also explain if the breakup differs from band to band? For example, in the case of Band 1, the HRA was 50% of the basic, so is it 65% of basic in the case of Band 2? It would be wonderful and greatly appreciated if you could provide me with the format of the bands.
Please, help me, friend.
Regards,
Durga
From India, Delhi
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Hi Durga,
Please provide me with more clarity and examples. If you have any formats available, it would be a great help if you could share them. Does the breakup differ from band to band? For example, HRA was 50% of Basic in Band 1; now in Band 2, it is 60% of Basic. Does this change happen? Please clarify, friend.
Regards,
Durga
From India, Delhi
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Please provide me with more clarity and examples. If you have any formats available, it would be a great help if you could share them. Does the breakup differ from band to band? For example, HRA was 50% of Basic in Band 1; now in Band 2, it is 60% of Basic. Does this change happen? Please clarify, friend.
Regards,
Durga
From India, Delhi
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Levels
Designations
Designations
Designations
䦋㌌㏒㧀좈琰茞ᓀ㵂ÜLevels
Designations
Designations
Designations
䦋㌌㏒㧀좈琰茞ᓀ㵂Ü
BPO
IT (Hyd/ Delhi)
Support Services
A
2
CxO /Sr. VP
A
1
VP
B
2
Financial Controller/ Assoc. VP
B
1
AVP / Financial Controller
C
4
Sr. Manager
Program Manager
Sr. Manager
C
3
Manager
Manager/ Project Manager
Manager
C
2
Dep Manager
Asst. Manager-IT, Team Lead-IT/ Tech Lead-IT/ Principal Engineer-IT
Dep Manager
C
1
Asst Manager
Senior Engineer-IT
Asst Manager
D
3
Team Leader
Engineer-IT
Asst Manager
D
2
Sr. Process Executive
Jr. Engineer
Sr. Executive
D
1
Process Executive
䦋㌌㏒㧀좈琰茞ᓀ㵂ÜIT (Hyd/ Delhi)
Support Services
A
2
CxO /Sr. VP
A
1
VP
B
2
Financial Controller/ Assoc. VP
B
1
AVP / Financial Controller
C
4
Sr. Manager
Program Manager
Sr. Manager
C
3
Manager
Manager/ Project Manager
Manager
C
2
Dep Manager
Asst. Manager-IT, Team Lead-IT/ Tech Lead-IT/ Principal Engineer-IT
Dep Manager
C
1
Asst Manager
Senior Engineer-IT
Asst Manager
D
3
Team Leader
Engineer-IT
Asst Manager
D
2
Sr. Process Executive
Jr. Engineer
Sr. Executive
D
1
Process Executive
Executive
E
Support Staff
E
Support Staff
From India, Madras
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I don't know what is greater, B1 or B2, so it's difficult to say. As you move upward in salary grades, the percentage on basic calculation will proportionately increase.
For example:
- 50% of 10,000 = 5,000
- 65% of 12,000 = 7,800
- 70% of 15,000 = 10,500
You have to think of the total package as a benchmark for each position.
The first part will be guaranteed cash = basic + breakdown of allowances + incentives, etc. The second part will be the cost of benefits and perks.
Calculate the total cost to the company.
You have to break up the allowance on basic. For example:
- HRA = 30%
- Fuel Allowance = 15%
- Car Allowance = 12%
- Meal Allowance = 20%
- Medical Allowance = 20%
- Etc.
These should be well defined to calculate financial impact and measure the basic salary range spread in a particular grade, depending on the total percentage distribution allocable for various allowances as a share of the same pie. Plus, you have to calculate superannuation, provident fund, ESI, mediclaim, etc.
You can seek help from an accountant as it would be better because in this essay writing, it's difficult to exhibit some practicals.
First, try to understand the concept of total compensation, then break-up and salary grade structure.
BADLU
From Saudi Arabia
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For example:
- 50% of 10,000 = 5,000
- 65% of 12,000 = 7,800
- 70% of 15,000 = 10,500
You have to think of the total package as a benchmark for each position.
The first part will be guaranteed cash = basic + breakdown of allowances + incentives, etc. The second part will be the cost of benefits and perks.
Calculate the total cost to the company.
You have to break up the allowance on basic. For example:
- HRA = 30%
- Fuel Allowance = 15%
- Car Allowance = 12%
- Meal Allowance = 20%
- Medical Allowance = 20%
- Etc.
These should be well defined to calculate financial impact and measure the basic salary range spread in a particular grade, depending on the total percentage distribution allocable for various allowances as a share of the same pie. Plus, you have to calculate superannuation, provident fund, ESI, mediclaim, etc.
You can seek help from an accountant as it would be better because in this essay writing, it's difficult to exhibit some practicals.
First, try to understand the concept of total compensation, then break-up and salary grade structure.
BADLU
From Saudi Arabia
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B1 Sr.GM B2 GM B3 Dy.GM C1 Sr.Mgr. C2 Mgr. C3 Dy/Asst.Mgr. D1 Sr. Off. D2 Off. D3 Jr.Off. E1 Asstt. Off. E2 Sr.Asstt. E3 Asstt.FPeons & Drivers
From Saudi Arabia
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From Saudi Arabia
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I am also interested in band optimization in my company. I did not separate it as a job family, but I classified it as a hierarchy role with maximum salary spread within minimum to medium-maximum salary range in each grade.
But I need to find out how I can show entry level and merit systems. For example, can a new hire be classified in the middle level or upper grade? Or does he have to stay at entry level regardless of whether he starts at entry level or not?
Thank you for your help from now on.
Best regards,
From Turkey, Ankara
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But I need to find out how I can show entry level and merit systems. For example, can a new hire be classified in the middle level or upper grade? Or does he have to stay at entry level regardless of whether he starts at entry level or not?
Thank you for your help from now on.
Best regards,
From Turkey, Ankara
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I am also interested in band optimization in my company. I did not separate it as a job family, but I classified it as a hierarchy role with maximum salary spread within minimum to medium-maximum salary range in each grade.
But I need to find out how I can show entry-level and merit systems. For example, can a new hire be classified in the middle level or upper grade? Or do they have to stay at the entry-level degree no matter if they start at entry-level or not?
Thanks for your help from now on.
Best regards,
From Turkey, Ankara
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But I need to find out how I can show entry-level and merit systems. For example, can a new hire be classified in the middle level or upper grade? Or do they have to stay at the entry-level degree no matter if they start at entry-level or not?
Thanks for your help from now on.
Best regards,
From Turkey, Ankara
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I have created three levels:
1) Executive
- C1: 1.96-2.40 lac p.a
- C2: 2.4-2.7 lac p.a
- C3: 2.70-3.00 lac p.a
2) Manager
- B1: 2.50-3.50 lac p.a
- B2: 3.5-4.5 lac p.a
- B3: 4.5-5.5 lac p.a
3) GM & Above
- A1: 4.5-6.5 lac p.a
- A2: 6.5-8.5 lac p.a
- A3: 8.5-10 lac p.a & above
Please let me know if there are any mistakes.
From India, Delhi
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1) Executive
- C1: 1.96-2.40 lac p.a
- C2: 2.4-2.7 lac p.a
- C3: 2.70-3.00 lac p.a
2) Manager
- B1: 2.50-3.50 lac p.a
- B2: 3.5-4.5 lac p.a
- B3: 4.5-5.5 lac p.a
3) GM & Above
- A1: 4.5-6.5 lac p.a
- A2: 6.5-8.5 lac p.a
- A3: 8.5-10 lac p.a & above
Please let me know if there are any mistakes.
From India, Delhi
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Please correct me if I am going wrong.
I have divided all the employees into 3 levels:
C1 | C2 | C3
1) Executive (1.96-2.4 lac p.a) | (2.4-2.7 lac p.a) | (2.7-3.0 lac p.a)
B1 | B2 | B3
2) Manager (2.5-3.5 lac p.a) | (3.5-4.5 lac p.a) | (4.5-5.5 lac p.a)
A1 | A2 | A3
3) GM & Above (4.5-6.5 lac p.a) | (6.5-8.5 lac p.a) | (8.5-10 lac p.a & above)
From India, Delhi
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I have divided all the employees into 3 levels:
C1 | C2 | C3
1) Executive (1.96-2.4 lac p.a) | (2.4-2.7 lac p.a) | (2.7-3.0 lac p.a)
B1 | B2 | B3
2) Manager (2.5-3.5 lac p.a) | (3.5-4.5 lac p.a) | (4.5-5.5 lac p.a)
A1 | A2 | A3
3) GM & Above (4.5-6.5 lac p.a) | (6.5-8.5 lac p.a) | (8.5-10 lac p.a & above)
From India, Delhi
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This Needs Policy Statement For Promotion In Case Of Promotion Employee Will Be Elevated To Next Higher Grade With Some Pay Fixation Formula....... Workout Overlapping And Mid Point Diffeentials
From Saudi Arabia
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From Saudi Arabia
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tell me the formula which is used to decided the band. we orself decide the band or there is proper system or formula to do it. help me frns...plzzzzzzzzzzzz
From India, Delhi
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From India, Delhi
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Why did you create a single, single multiple salary range? I mean, where does the maximum end and a new range begin? This tendency shows the compensation philosophy of your organization. People may not progress quickly, and if promoted, they will receive a very significant promotional increment because they will be jumping from a lower grade to the next higher grade on one scale directly.
Think on this...
From Saudi Arabia
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Think on this...
From Saudi Arabia
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Hello Sir, Could you pls explain how can we make job family and how can we optimize our band for using job family. Is the band sytems just concerned with salary:confused: Thank you, Melek
From Turkey, Ankara
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From Turkey, Ankara
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Hi Durga,
I feel what you posted at the top might be good because in every department, the designation is the same from Executive to Manager, Senior Manager, Assistant Vice President (AVP), Vice President (VP), Director, etc. It would be better to follow one single method, either by providing salary ranges for each grade or going with the designation only. When the salary increases, the employee will move to the next grade that falls within that range.
Ravin
From India, Hyderabad
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I feel what you posted at the top might be good because in every department, the designation is the same from Executive to Manager, Senior Manager, Assistant Vice President (AVP), Vice President (VP), Director, etc. It would be better to follow one single method, either by providing salary ranges for each grade or going with the designation only. When the salary increases, the employee will move to the next grade that falls within that range.
Ravin
From India, Hyderabad
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plz tell me how do we decide the minimum & max amount of a particular band? is there any formula or logic? plz explain with the example. Regards, Durga
From India, Delhi
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From India, Delhi
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Hi Friends,
My manager has also assigned me the same work "BANDING." This refers to the position of an employee in an organization (hope I am not wrong here). When I started to work on this, I came to know that there are two types of banding:
1. Career banding.
2. Employee banding.
Now, which one should I follow? Again, this banding also includes their experience and salaries. Can anyone differentiate between the above and guide me on how to proceed with this... :confused:
From India, Bangalore
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My manager has also assigned me the same work "BANDING." This refers to the position of an employee in an organization (hope I am not wrong here). When I started to work on this, I came to know that there are two types of banding:
1. Career banding.
2. Employee banding.
Now, which one should I follow? Again, this banding also includes their experience and salaries. Can anyone differentiate between the above and guide me on how to proceed with this... :confused:
From India, Bangalore
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