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The job evaluation system for the modern workplace.

Our gradar job evaluation engine is the complete solution to design and manage a job architecture. StreSERT Integrated in partnership with gradar, we help your business perform consistent job evaluation that establishes fair and transparent pay structures.

  • Modern job evaluation system with three career paths
  • Easy alignment with salary surveys
  • Automated translation to role-specific competencies
  • Integrated pay equity and salary analysis
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In Partnership with

Professional and Organisation-Specific Job Evaluations

At SIL, we support you to keep your company compensation structure logical, fair and systematic by measuring and validating the worth of your jobs to those of similar roles or the values provided in the external market.

We have experience helping several corporate, public, and non-profit organizations over the years. We tailor the job evaluation to your company’s needs, aligning our analytical and logical outcomes that are crucial for developing competitive compensation for your current and future workforce.

The goal of our approach to Job Evaluation is to streamline the grading and pay scale while providing quantifiable results that are effective for internal equity and external competitiveness.

Our tested and highly effective approach analyses compensable factors and characteristics of jobs that describe the requirements, expectations, and content of a wide variety of positions, from Chief Executives to unskilled.

In collaboration with our partner, Gradar, we help you establish uniform job classifications and create open compensation structures. Our system-based solution will help companies to do the following:

  • Fit job requirements and professional traits, and let our algorithm give you a score that reflects the true value of the jobs.
  • Provide a comprehensive list of traits and career paths that the business can depend on to evaluate opportunities.
  • Create job levels for different types of jobs in the organisation.
  • Produce consistent and unbiased job evaluation results.
  • Translate the results of salary benchmark into job classifications and comply with all applicable labour legislations regarding compensation.

The most comprehensive job evaluation platform on the planet

Our gradar engine is perfect if you want to:

target

Deliver

systematic and consistent job evaluation results in-house

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Create

internal pay equity and defend against equal pay claims

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Improve

talent management and succession planning

goals

Achieve

full ownership of your job evaluation processes

The future of job evaluation starts today!

Job Evaluation

Competency Management

Job Architectures

Compensation Benchmarking

Compensation Structuring

Equal Pay Analysis

Problems solved by gradar engine…

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Problem:

High labour turnover

Solution:

Happy, motivated staff

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Problem:

Lengthy projects

Solution:

Agile implementation

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Problem:

Countless spreadsheets

Solution:

One simple platform

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Problem:

Expensive consulting firms

Solution:

Affordable HR software

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Problem:

Equal pay claims

Solution:

Internal pay equity

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Problem:

Inconsistent job evaluation results

Solution:

Structured job evaluation

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Problem:

Ineffective remuneration

Solution:

Appropriate salary levels

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Problem:

Unclear role expectations

Solution:

Requirements-based job evaluation

gradar engine is the single source of truth for all job-related data in your organisation

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Talk to an Expert

Simple interface and easy functionality.

User-inspired features you can operate easily in-house…

Job Overview

Provides the full range of job evaluation information, including master data, detailed evaluation decisions, levelling information and documentation. Becomes a powerful knowledge base for your business and its structures, with import and export functions connecting with HRIS tools and validating results across your entire organisation.

Real-Time Cross Comparison

Shows a live matrix of your jobs and gives a comprehensive overview of their grades. Compares results across job-families, departments and other customized variables to support the development of career steps and verify existing level structures. Allows views to be exported to help communication of results to managers or employees.

Global Job Families

Links your roles to a comprehensive catalogue of more than 250 job families with detailed descriptions and key responsibilities. This selection forms the basis of benchmark job matching from salary surveys and provides a data point to assign up to seven job-specific competencies from the integrated TMA competency library.

User-Defined Hierarchies

Offers up to six customizable variables used to support workflows, mirror function families, provide extra dimensions in matrix organizations and support career path planning. Custom descriptions can be added to any of your items and variables can be used in the Cross Comparison or as a filter menu in result lists.

Organisational Units

Mirrors your organisation’s structure and provides a category to filter and compare its results, with access rights assigned based on your business’ specific department structure. The organisational location of the job can be shown in the individual job-exports, making it useful information for creating individual job profiles.

Company-Specific Job Levels

Enables the creation of freely definable levels assigned to individual grades or grade clusters. This can be a structure for your entire business or based on organizational units, job families or custom variables. The levels are displayed as an additional column in the evaluation results and can also be selected in the Cross Comparison.

Job Matching Matrix

Automatically translates the results of the analytical job evaluation into benchmark job codes of numerous compensation surveys. Uses three data points - career, grade and global job family - and serves as the basis for linking market data and analyses with the results of your job evaluation exercise in the gradar system.

Market Data Analysis

Calculates results from the different market data sources or the internal benchmark data uploaded into the system. Up to six different trend lines from selected market data sets can be selected and are displayed as an overlay over the compensation structure charts when setting up or managing pay bands and pay groups.

Insights

Ready to Talk?

Contact us to learn more about how our partnership with Gradar can benefit your organization.