Our leveling schema is designed for companies of all sizes and consists of 16 levels split across three Tracks. For more information about Benchmarking job levels take a look at this article!
Job Level Tracks
Tracks are the basic infrastructure of leveling, defining whether the level falls within a Management, Professional, or Support function.
- Executive: Executive levels often manage managers and have purview over entire business units.
- Management: Management levels manage other employees, whether they be other managers or individual contributors.
- Professional: Professional levels are individual contributors who prioritize, plan and execute long term work. These levels are almost always salaried or have a salary plus a variable component.
- Support: Support levels are individual contributors whose prioritization provided by a manager. These levels are associated with temporary or high attrition roles and hourly wages.
In Job Levels, Tracks are denoted by M for Management, E for Executive”, P for Professional and S for Support.
Decoding Job Levels
Pave’s job levels are denoted by their track (S for Support, P for Professional, M for Management, and E for Executive) and their hierarchical level, as denoted by a number. The higher the number, the more senior the role.
There are 16 individual levels, broken down as:
- Executive: E7, E8 & E9
- Management: M3, M4, M5 & M6
- Professional: P1, P2, P3, P4, P5 & P6
- Support: S1, S2 & S3
Choosing the Right Level
Titles describe a role’s responsibilities and seniority. Just like the names of your conference rooms, the titling structure is unique to a company’s culture. Here’s roughly how titles and job levels align in Pave’s leveling hierarchy:
Job Responsibilities and Job Levels
The scope of responsibilities of titles varies at different companies. To find the right level, think about the scope of impact and responsibilities of the role. Pave partnered with The People Design House -- a group of highly operational People Ops leaders at scaling companies -- to define the scope associated with the different levels. Check that out here!
Note that these level definitions and job responsibilities are generalized so they can apply to all job families; accordingly, you won’t see job-specific skills. Select the level of the role based on scope, autonomy and (if applicable) management responsibilities.
Comparing Job Levels to Other Compensation Benchmarks
Pave’s levels were designed in partnership with The People Design House, so that they are simple and easy to understand and apply. Our leveling definitions are unique because:
- The descriptions are designed with fast-growing, performance-based companies in mind.
- Each competency builds and ladders as the level becomes more senior.
If you’d like to compare Pave’s Job Levels to Radford or Advanced-HR/Option Impact’s job levels, this is roughly how they compare:
