Job Architecture
Build the job architecture your pay decisions stand on.
Job families, positions, levels, grades and salary bands in one connected model. Define work of equal value on an objective basis, then let every compensation decision build on it.
45 minutes. See it with your own roles.
One connected model behind every role.
Objective evaluation instead of opinion
Score positions with pre-built evaluation templates or your own custom questionnaires. A rule engine turns those scores into job grades, which gives work of equal value a defensible basis rather than a judgement call.
- Pre-built frameworks or fully custom criteria
- Scores map to grades automatically through the rule engine
- Criteria follow Article 4: skills, effort, responsibility, working conditions
A leveling grid that scales with you
Place every position on a two dimensional grid of up to 30 grades, each carrying score ranges and salary band data. Sub-grades give you finer steps where you need them, and you choose how grades and sub-grades stay in sync.
- Up to 30 grades with sub-grades for finer progression
- Score ranges and band data attached to each grade
- Compare positions consistently across teams and units
One definition of equal value, used everywhere
Configure how comparable work is identified: by job grade, grade plus career track, job level, level plus family, custom fields, or manually linked positions. That single framework then drives analysis, alerts, employee comparisons, pay information requests and regulatory reports.
- Comparison modes from a single grade to fully custom fields
- The same definition in analysis, alerts and reporting
- No conflicting answers between teams or documents
Career paths people can actually navigate
Organise roles into job families and sub-families, with AI assisted detection suggesting family assignments from your existing position data. Build multiple tracks for individual contributors, managers and any custom path, each linked to levels and grades.
- Family hierarchy with AI assisted auto detection
- IC, management and custom career tracks
- Tiers and levels linked directly to grades
From evaluation to every downstream decision
One flow connects the structure to the numbers your teams rely on.
Evaluate the position
Score the role against your framework criteria, using a template or your own questionnaire.
Score maps to a grade
The rule engine places the position on your leveling grid automatically.
Grade sets the salary band
Each grade carries its band, so pay guardrails come with the structure.
Everything else builds on it
Compa ratios, pay equity analysis and transparency reporting all read the same model.
Common questions about job architecture
Job architecture powers the rest of Evenpay
Pay Transparency & Reports
Worker groups come straight from your job architecture, the way the directive expects categories of workers to be formed.
Pay Gap Alerts & Anomalies
Monitoring runs on your levels and equal value groups, so every alert compares genuinely comparable roles.
Salary Recommendations
Grades and bands feed fair salary predictions, band generation and compa ratio positioning.
Pay Gap Justifications
Justifications are anchored to the equal value peer group your framework defines.
Ready to build your job architecture?
See how Evenpay connects roles, grades and bands in one model.