Frequently Asked Questions

You have questions; we have answers!

How does Pave determine a role level and role family?

Pave uses all sorts of existing data within your systems to match and label the existing roles at your company. For example:

  • If the role manages people
  • What team or department the role is in
  • The role title
  • The relative seniority of the role within the function

We know that this information isn’t the same at every company, or in every industry, so we use a mixture of machine learning and human validation to ensure that roles are classified accurately.

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

As an organization grows, it changes rapidly… So naturally the work and roles are in constant flux. Specific roles and responsibilities at a 50-person company often have a large breadth and range of seniority. For example, a given role could require work that’s described as a Level 2, as well as work that’s described as a Level 4. At a larger organization one role is likely to fit solely in a Level 2.

As an organization grows and matures, the work and corresponding roles deepen and become more specialized. As a result, the level descriptions require additional dimensions and specificity. Additionally, it is common to add layers of management as growing teams hire more experienced leaders.

Tips for adjusting this for smaller companies

Smaller companies have the option of adjusting the following parts of a level framework to match their size and stage. Some ways to do this include:

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

Accurately tagging the Job Levels and Job Families at your company is how we’re able to match your roles to other companies and get you access to our real-time market comp data. Getting this right is the difference between comparing apples to apples vs. apples to oranges… so kind of important!

Here’s what it all means:

  • Department - this is a general group of roles that involve similar types of work, training, or knowledge
  • Job Family - this is the specific function a role is a part of
  • Job Level - this is how senior, experienced, and the scope of responsibility that the role covers
  • Job Track - this is the determination of whether the role is a Professional, Manager, or Support

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

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.
  1. 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.
  1. 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.
  1. 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.