Intentionally assigning levels and job families is a foundational exercise that will pay off today, tomorrow, and further down the road. We know this can feel tedious, but it’s worth it because it supports many strategic initiatives that companies will feel the benefits of at any stage. Just to name a few:

Intentionally assigning levels and job families is a foundational exercise that will pay off today, tomorrow, and further down the road. We know this can feel tedious, but it’s worth it because it supports many strategic initiatives that companies will feel the benefits of at any stage. Just to name a few:


1. **A market-mapped compensation structure.** Most companies use market data to determine the amount to pay their employees. Matching the right market data for a role is dependent on job levels to ensure accurate calibration.
2. **A calibrated job leveling structure combats bias.** Ensuring that you are leveling the roles and work at your company first, before considering the person in the role is an extremely valuable exercise. It results in a leveling schema that’s right for your organization no matter the size. It also means that the individuals in the role are more likely to be evaluated by similar criteria.
3. **Contributes to simple performance management.** Once the work and role is leveled you’ll be able to more easily set expectations with employees. This becomes useful as part of your performance management process, whether this is ongoing in one-on-ones, and/or during review cycles. Clear alignment on the level of the work and role allows for more actionable and meaningful exchanges between managers and employees.
4. **Supports more titling flexibility.** Some organizations choose to tie job levels to a specific title, others wish to avoid assigning titles to roles. Regardless of the strategy you choose, leveling the work and roles at your company will allow you to move forward in creating a sound compensation structure and a high-performance team.




Why does it matter to get levels and role families right?

Custom Role Creation Guide

Logging In

Creating an Account

How to add a colleague to Pave’s Market Data Platform

Market Data Role Management

SSO Configuration Guide

Account Setup

Contact Us

How much does Pave Market Data access cost?

How does Pave Work?

Intro to Pave

Pave 101

Compensation Philosophy

Total Compensation

Compensation 101

The Stock Option Lifecycle

ISO Tax Implications

The Basics of Stock Options

The Confusing AMT (Alternative Minimum Tax)

ISO Strategies

An Overview of How Stock Options Work

Equity 101

How to Benchmark Executive Compensation

Account Creation Troubleshooting and FAQs

Login Troubleshooting and FAQ

How does company size affect which department, job family and job level I should choose?

How does Pave determine a role level and role family?

What are Job Levels, Departments and Job Families? Why are they important?

Troubleshooting Rippling Zero Records Error

What Market Data Connections does Pave currently support?

FAQs

Getting Started

Market Data Connections Set up

Market Data Connections Overview

Integrations 101

Integrations

Adding Columns

Team View Overview

Team View Column Configuration

Team View Customizations

Re-ordering Columns

Deleting Columns

Team View Settings

Team View

Comp Planner Configurations Overview

Compensation Planner 101

Getting Started - Compensation Planner

Compensation Planner FAQs

Cycle Specific Permissions

Employee Eligibility

Step 1: Initial Cycle Setup

First-Class Columns

Using Handlebars Formula for Calculated Columns

Columns

Step 2: Column Configuration

OTE Planning Configuration Guide

What is OTE Planning?

Step 3: OTE Planning

Am I able to update or change approval chains during a cycle?

Updating Approval Chains

Compensation Cycle Data Upload

Step 4: Data Management

How can I configure market adjustment recommendations for employees?

How can I configure variable raise recommendations for employees?

Recommendation Logic

What are Recommendations?

Step 5: Recommendation Logic

Budgets

Budget Dashboard

Top Down Budgets: In-app Configurations

Step 6: Budget Confirmation

Planning Windows Setup Guide

Planning Windows Overview

Monthly & Hourly Pay

Employee Compensation History Popout

UI Toggles

Filtering & Sorting

Approval Statuses

Step 7: Planner Experience

Smart Flags

Compensation Outliers

Manager Compression Flag

Vesting Drop Flag

Step 8: Controls & Governance

Peers Overview

Cycle Outcomes

Value Rounding in Compensation Planning

In App Reward Letter Editor

Reward Letters

Peers Configuration Guide

Cycle Progress Dashboard Overview

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 Compensation Planner

Survey aging

Edit and apply benchmarks

Set weights and logic

Map data sources to jobs

Supported survey providers

Manage Pave data sources

Manage survey data sources

Benchmarks overview

Step 2: Benchmarking

Band Sets

Pay Types: Calculated TDC, Annual Equity, and Refresh Equity

Manually Create New Band Sets

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How to duplicate band sets

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Calculated Columns

Unmatched Employees

Upload/Download Bands

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Pay Zone Manager

Job Architecture 101

Grades

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Company Job Architecture

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Step 3: Update Ranges

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Generate Bands for New Jobs in Your Job Architecture

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Option Driver

Option Impact Deprecation FAQs

Option Impact

Option Impact & Option Driver

Executive Reporting Dashboard

Cycle Monitoring and Reporting

Building Market-Based Compensation Bands

Employee Groups

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How does Recommendation Logic work?

Am I able to change another user’s permissions or login credentials while impersonating?

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How do I add multiple users to a role at once?

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How can I create a new role?

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Auto-manager Assignment

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Market Data Pro

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Market Data 101

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Job Families

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Pave's Data

Consistency Labels FAQ

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Market Data FAQs

Market Data

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Bonus

Total Rewards Overview

The 'About Us' Section

Equity Currency Conversion

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Learning Hub in Total Rewards & Visual Offer Letter

Equity Grant Mapper

Stacked Bar Chart

Banners

Configuring Benefits that are displayed in Total Rewards & Visual Offer Letter

Uploading Benefits Data

General Setup

Total Rewards & Visual Offer Letter

Why does it matter to get levels and role families right?

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