Compensation Governance

The structured decision discipline that makes pay positioning reviewable, consistent, and defensible across the organisation.

Evaluation Factor

A defined dimension of role scope or complexity used to assess a position within a structured job evaluation methodology.

Grade Anchor

A defined reference description of the scope, complexity, and accountability expected at a specific grade level, used to make grade assignment defensible.

Grade Structure

The defined hierarchy of grades used to classify roles across an organisation, each with associated anchors, boundaries, and decision implications.

Internal Equity

The principle that roles of comparable scope, complexity, and accountability should be compensated comparably, independent of who holds them or how long they have been in post.

Job Architecture

The structured framework that organises roles into families, subfamilies, functions, and levels — forming the skeletal logic through which roles are classified, compared, and governed.

Job Evaluation

A structured methodology for assessing the relative scope, complexity, and accountability of roles, producing a grade assignment that can be used for pay positioning and workforce decision-making.

Job Leveling

The process of assigning roles to levels or grades within a defined structure, using evaluation methodology to ensure consistent, defensible differentiation across the organisation.

Level Boundary

The defined transition point between adjacent grade levels, specifying the criteria a role must meet to qualify for the higher grade rather than the lower.

Market Benchmarking

The process of comparing an organisation's role grades and pay levels against external market data to support salary structure design and pay positioning decisions.

Pay Positioning

The deliberate placement of an individual's pay within a salary range, reflecting market context, internal equity, and structured pay movement logic.

Role Comparability

The principle that roles assessed at the same grade level carry genuinely comparable scope, complexity, and accountability.

Salary Structure

The formal framework of pay ranges associated with grade levels, used to guide consistent and defensible pay positioning decisions across the organisation.

Total Rewards

The complete value equation of base pay, variable pay, benefits, allowances, and non-monetary elements that constitutes an employee's full remuneration picture.

Workforce Decision Governance

The structured discipline that makes consequential people decisions reviewable, evidence-grounded, and defensible.