Leveling & Grading
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What you can understand here
- read how evaluated size becomes a level and a grade
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Critical Role Regrading & Pay Adjustment Decision
Should the Lead Reservoir Engineer role be regraded from Demo Band A to Demo Band B and receive a pay adjustment to the proposed band midpoint?
A 6,400-employee energy operator undertaking a critical-role review ahead of a major field-development program. A single incumbent role has been flagged by the business as a retention and delivery risk.
Evalio Preview · Demo Data · Not Client Data
Guided test drive
Start from the decision you are actually trying to make.
Pick a challenge, say who you are in the decision, then change the assumptions. Every figure below the controls is computed by a governed Evalio calculation against a versioned demonstration dataset — change an assumption and the whole analysis recomputes. This is a working product experience with bounded public access, not a prototype and not a final recommendation.
Data boundary: dataset evalio-demo-co version 2026.08.1 (synthetic-representative). Authored by Evalio for public demonstration. Not derived from any client, employee or survey source. The Lead Reservoir Engineer regrade case used by the worked example, Companion and executive artifact further down is a separate demonstration scenario; outputs from the two are never combined into one decision record.
Guided demonstration using representative, non-client data. Outputs are indicative and require authorised human review.
Step 1
What are you trying to decide?
What you will end with: An evaluation-readiness view with visible evidence gaps, a declared scope hypothesis and a governed route to methodology and approval.
Step 2
Who are you in this decision?
Your role changes what leads the analysis and who is accountable for the next step. It never hides a finding from you.
Step 3
Change an assumption. The analysis recomputes.
Evaluation confidence is bounded by the evidence actually captured for the role.
Declared scope changes the level a role can defensibly sit at.
A level asserted without comparators cannot be tested for consistency.
Step 4
Is this role sized and graded correctly?
Also part of this decision — explained, not run here
These capabilities are real, but they are not driven by a preview visitor. They are named here with the boundary that applies, rather than shown as controls that do nothing.
Leveling & Grading
Explained previewPresented as an explanation only. Grading structures are governed inside an authenticated workspace.
Request Proof AccessJob Architecture
Explained previewPresented as an explanation only. Architecture design requires your own role inventory under governance.
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Broader Total Rewards context
See what connects to the decision without exposing protected know-how.
The public experience focuses on business consequence: role value, market position, reward fairness, affordability, workforce cost and executive decision quality. Proprietary scoring, calibration and technical implementation remain protected.
Explained in the guided demo
foundation
Job Architecture
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Presented as an explanation only. Architecture design requires your own role inventory under governance.
What you can understand here
- read how role families and levels are organised
Market Intelligence
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What you can understand here
- read how survey sources, matching and source rights are governed
Salary Structures
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Presented as an explanation only. Structure design requires your own market and geographic inputs.
What you can understand here
- read how ranges, midpoints and progression are governed
Benefits & Allowances
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Presented as an explanation only. The public cost model covers base pay; benefits, allowances and variable pay are modelled inside an entitled workspace.
What you can understand here
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Reports & Exports
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Executive, CFO, CHRO, Total Rewards, Compensation, Governance and Board dashboards
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Workspace
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Data Intake
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Admin & Tenant Operations
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Consultant Operations
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Client Review Portal
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AI Companion — Mentor, Decision, Scenario and Growth modes
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What is and is not in this preview
Every capability, with its honest status.
Nothing here is presented as more finished than it is. Capabilities you can drive are marked interactive; capabilities that are real but not driven by a preview visitor are marked explained; governed operational surfaces require human-reviewed Proof Access. The broader practical-experience section above is being certified under issue 2339; the canonical classifications below remain authoritative until that certification is complete.
| Capability | Status in this preview | Boundary that applies |
|---|---|---|
| Role Evidence | Interactive — you drive it here | Indicative demonstration output computed from versioned representative data. It is not an approved professional recommendation and requires authorised human review. |
| Job Evaluation | Interactive — you drive it here | Evaluation-readiness and scope-hypothesis output only. No level or grade is calculated publicly; both require the protected methodology and governed human approval. |
| Leveling & Grading | Explained — described, not driven here | Presented as an explanation only. Grading structures are governed inside an authenticated workspace. |
| Job Architecture | Explained — described, not driven here | Presented as an explanation only. Architecture design requires your own role inventory under governance. |
| Market Intelligence | Explained — described, not driven here | No market observations are shown before sign-up. Licensed survey data stays inside an entitled workspace with its source rights intact. |
| Pay Positioning | Interactive — you drive it here | Positioning is computed against a representative reference band, not licensed market data. No pay decision is produced for any individual. |
| Salary Structures | Explained — described, not driven here | Presented as an explanation only. Structure design requires your own market and geographic inputs. |
| Internal Equity | Interactive — you drive it here | Cohort-level signals from a five-person demonstration population. No individual outcome is produced and no protected-class analysis is run publicly. |
| Merit Cycle | Interactive — you drive it here | Indicative demonstration output computed from versioned representative data. It is not an approved professional recommendation and requires authorised human review. |
| Benefits & Allowances | Explained — described, not driven here | Presented as an explanation only. The public cost model covers base pay; benefits, allowances and variable pay are modelled inside an entitled workspace. |
| Workforce Cost Baseline | Interactive — you drive it here | Indicative demonstration output computed from versioned representative data. It is not an approved professional recommendation and requires authorised human review. |
| Workforce Planning & Budgeting | Interactive — you drive it here | Indicative demonstration output computed from versioned representative data. It is not an approved professional recommendation and requires authorised human review. |
| Scenario Engine | Interactive — you drive it here | Indicative demonstration output computed from versioned representative data. It is not an approved professional recommendation and requires authorised human review. |
| Decision Room | Interactive — you drive it here | A representative decision pack. No approval is recorded, no audit entry is written, and anonymous visitors hold no decision authority. |
| Reports & Exports | Explained — described, not driven here | Presented as an explanation only. Exportable artifacts require an entitled workspace. |
| Workspace | Proof Access only | Available through human-reviewed Proof Access. A preview visitor never becomes a tenant member. |
| Data Intake | Proof Access only | No upload path exists before sign-up. Governed intake runs inside an entitled workspace. |
| Admin & Tenant Operations | Proof Access only | Administrative functions are unreachable from a public preview and require a governed authenticated role. |
| Consultant Operations | Proof Access only | Consultant delivery is a governed engagement surface and is not previewed anonymously. |
| Client Review Portal | Proof Access only | Client review requires an attributable identity. Anonymous review carries no authority and is not offered. |
| Executive, CFO, CHRO, Total Rewards, Compensation, Governance and Board dashboards | Explained — described, not driven here | Representative previews only. Live dashboards are tenant-scoped and require an authenticated workspace. |
| AI Companion — Guide and Evidence modes | Interactive — you drive it here | The Companion is advisory and attributable. It cannot approve, decide or override governance, and every answer requires human review. |
| AI Companion — Mentor, Decision, Scenario and Growth modes | Proof Access only | These modes operate on governed workspace context and are not run anonymously. |
Capability manifest guided-test-drive-manifest/2026.08.1. Guided demonstration using representative, non-client data. Outputs are indicative and require authorised human review.
The decision, in the buyer's language
Role
Lead Reservoir Engineer · Engineering — Subsurface
Grade
Demo Band A → Demo Band B
Proposed midpoint
$201,000
Market median / P75
$195,000 / $221,000
Compa-ratio (proposed)
0.86
Criticality
mission-critical · high attrition
Worked example — how the engines read this case
An explained preview, not a live calculation. The readings below are an authored walkthrough of the representative regrade case above, written to show the shape of a governed engine output. The computed, recomputing analysis is the guided test drive further up this page.
Job Evaluation
Risk: mediumLead Reservoir Engineer · scope, accountability, and know-how factors for a Engineering — Subsurface role.
Signal. Evaluated size supports a level above the current Demo Band A anchor.
Risk. Holding the role at its current grade understates evaluated accountability and invites challenge.
Implication. The evaluated size is consistent with the proposed Demo Band B band, not Demo Band A.
Decision impact. Supports the regrade direction on job-size grounds, independent of market or pay.
Unlock: Run your own roles through governed job evaluation with a defensible, auditable factor trail.
Grading
Risk: mediumCurrent Demo Band A (mid $168,000) vs proposed Demo Band B (mid $201,000).
Signal. Proposed grade lifts the midpoint by $33,000.
Risk. A one-off regrade can create a grade-boundary precedent for adjacent roles.
Implication. Regrade is structurally coherent but must be governed as a boundary case, not an exception.
Decision impact. Confirms the target band and quantifies the structural pay-line move.
Unlock: Model grade structures for your whole architecture and see boundary precedent before you commit.
Pay Positioning
Risk: highIncumbent base $172,500 vs market median $195,000 / P75 $221,000.
Signal. Against the proposed grade the incumbent sits at compa-ratio 0.86 — below the new midpoint.
Risk. Sub-midpoint positioning on a mission-critical, high-attrition role is a live retention exposure.
Implication. This positioning evidence informs human review; the Pay Positioning module does not generate an adjustment recommendation.
Decision impact. Surfaces positioning and retention evidence for a human-owned decision alongside equity, policy and affordability.
Unlock: Position any role against your own survey sources with source-rights and freshness governance.
Internal Equity
Risk: high4 same-grade peers (avg $166,000); adjacent-grade avg $198,500.
Signal. Compression flag raised · gap vs peers 3.9%.
Risk. Protected-class review required before any adjustment is finalized.
Implication. The adjustment must be sized to relieve compression without over-correcting against peers.
Decision impact. Adds a governed equity constraint the final recommendation must respect.
Unlock: Screen equity and compression across your population with an auditable aggregation boundary.
Workforce Cost
Risk: mediumIncremental base $28,500/yr · fully-loaded ratio 1.32.
Signal. 3-year cumulative cost of the move is $112,860.
Risk. Precedent exposure: 9 similar roles ≈ $256,500/yr if generalized.
Implication. The single-role cost is modest; the precedent exposure is the CFO's real number.
Decision impact. Frames affordability as precedent exposure, not just the incumbent's increment.
Unlock: Cost any decision fully-loaded, with precedent exposure modeled on your real headcount.
Merit Impact
Risk: mediumInteraction of an off-cycle regrade with the upcoming merit cycle and budget.
Signal. An off-cycle adjustment consumes budget the merit cycle has already earmarked.
Risk. Double-counting the increase across regrade and merit inflates the effective raise.
Implication. The regrade should be netted against, not stacked on, the incumbent's merit envelope.
Decision impact. Adds a sequencing rule: regrade now, adjust merit treatment to avoid stacking.
Unlock: Govern merit, exceptions, and off-cycle moves in one budget with stacking controls.
Scenario Impact
Risk: highThree paths: (A) regrade + adjust to midpoint, (B) regrade only, (C) hold.
Signal. Path C keeps the role at compa-ratio 0.86 with a 32-week refill exposure.
Risk. Holding protects budget short-term but carries the highest delivery and attrition risk.
Implication. Path A resolves market, equity, and retention; Path B leaves a live retention gap.
Decision impact. Ranks the options and exposes the trade the executive is actually choosing between.
Unlock: Compare governed scenarios on your data before a decision is locked and recorded.
HR Companion — guided, governed
Not open chat. Choose a guided action; every response is explainable, watermarked, and requires human review.
Executive Workforce Decision Brief
Evalio Preview · Demo Data · Not Final · Human Review Required
Decision Question
- Should the Lead Reservoir Engineer role be regraded from Demo Band A to Demo Band B and receive a pay adjustment to the proposed band midpoint?
- A 6,400-employee energy operator undertaking a critical-role review ahead of a major field-development program. A single incumbent role has been flagged by the business as a retention and delivery risk.
Evidence
- Role: Lead Reservoir Engineer (Engineering — Subsurface), mission-critical.
- Band: current Demo Band A (mid $168,000) → proposed Demo Band B (mid $201,000).
- Market: median $195,000, P75 $221,000; incumbent compa-ratio to proposed band 0.86.
- Equity: compression flagged; protected-class review required.
Authored Demo Signals
- Job Evaluation: Evaluated size supports a level above the current Demo Band A anchor.
- Grading: Proposed grade lifts the midpoint by $33,000.
- Pay Positioning: Against the proposed grade the incumbent sits at compa-ratio 0.86 — below the new midpoint.
- Internal Equity: Compression flag raised · gap vs peers 3.9%.
- Workforce Cost: 3-year cumulative cost of the move is $112,860.
- Merit Impact: An off-cycle adjustment consumes budget the merit cycle has already earmarked.
- Scenario Impact: Path C keeps the role at compa-ratio 0.86 with a 32-week refill exposure.
Scripted Companion Challenge
- Before you regrade Lead Reservoir Engineer to Demo Band B, confirm the job evaluation reflects sustained scope, not a one-program spike.
- The pay adjustment lands the incumbent at compa-ratio 0.86 — still below midpoint. Decide deliberately whether you are correcting to market or only to the band.
- A protected-class equity review is flagged; the recommendation is not defensible until that review is recorded.
CFO Risk Example
- Direct cost is modest: $28,500/yr incremental base.
- The real number is precedent exposure: ~$256,500/yr if generalized across 9 similar roles.
- Fully-loaded, the increment carries an on-cost ratio of 1.32; the 3-year cost is $112,860.
CHRO Risk Example
- Retention: mission-critical role, high attrition risk, 32-week refill — holding pay is a live people risk.
- Equity: a compression flag and a 3.9% peer gap mean the move must be sized against peers, not just market.
- Precedent: adjacent same-grade peers will read this as a signal; the CHRO owns the narrative and the boundary.
Recommendation Example
- Illustrative only: approve the regrade direction on job-size grounds; consider a governed pay adjustment toward the proposed midpoint, conditional on the protected-class equity review; treat precedent as a policy decision, not an exception.
Human Review Required
- Guided, scripted Companion examples demonstrate explain-and-challenge patterns; they are not live model output and remain advisory, non-final material. A named human retains review, approval and decision authority in governed flows.
Next Step
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