- what is missing from your headcount documentation for pay differences to have a demonstrable, auditable basis
- how to turn the documents you already hold into a role hierarchy evaluated against legally grounded criteria
- why the included deliverables show both the order of roles and the reasoning behind it — not just a result, but a traceable argument
- how the process design ensures that every score assigned can be verified and traced directly back to the job description
- how to use the documented hierarchy as a solid starting point for your pay structure, compensation modelling, and reporting obligations
What is missing from your headcount documentation.
An organisational chart tells you who exists in the organisation and where they sit in the structure — it does not tell you how much each role is worth relative to the others. Without that order of value, pay differences remain assertions rather than evidence.
↘ To turn a claim into evidence, you need a process that produces a value hierarchy and a record that shows how it was built.
A demonstrable hierarchy — built from the job documentation you already have.
↪ Dovada nu se construiește din intenție — se construiește dintr-un proces care lasă urmă la fiecare pas.
JobGrade takes the organisational chart and job descriptions you already hold and evaluates each role against four legal criteria, broken down into six concrete reference points — consistently, with a traceable session log for every score.
↘ The process produces two things: a hierarchy of job value and the document showing how it was built — the strength lies in both, together.
The hierarchy is clear, the score is traceable.
↪ Odată ce procesul s-a încheiat, primești două documente care lucrează împreună.
The deliverables included are the organisation's job value hierarchy and the session log — the first shows the order, the second shows why that order emerged.
↘ The internal hierarchy is now solid — but it tells you where each role sits within the organisation, not where it sits relative to the market. That is the question the next step opens.
The same criterion, applied identically, verifiable.
↪ Un document e solid nu pentru că afirmă rigoare — ci pentru că rigoarea lui poate fi urmărită.
The evaluation is verifiable by design: the same criteria, applied identically, with the journal linking every score back to its source in the job description — the structure of the process guarantees this, rather than simply asserting it.
The hierarchy is complete. The pay structure can begin.
↪ O ierarhie de valoare solidă nu e un punct final — e temelia pe care se construiește tot ce urmează.
With a documented value hierarchy in place, the organisation has an objective foundation for building a pay structure, modelling compensation scenarios, and meeting reporting obligations. Every subsequent step starts from this order — not from scratch.
