Job matrix: insight into job levels [+example]

Do you want to reward employees fairly and give them insight into internal growth opportunities? Then you usually display job levels clearly in a job matrix.

But what are examples of such a matrix or job evaluation? And what else can you use a job matrix for in your HR processes? Read it here.

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What is a job matrix?

In a job matrix, you display the hierarchy of different positions in your organization relative to each other. It is a ranking of all job levels, often per department or 'job family'.

The different levels in the matrix are usually linked to salary scales. This is why a job matrix is also called a 'job evaluation'.

You can use a job matrix to map career paths for internal mobility, and for transparent and fair compensation.

What do you base a job evaluation on?

Most job evaluation systems assign value to a position through a points system. You base the number of points on the job profile.

Examples of factors that influence the weighting:

Professional knowledge
Experience and soft skills, such as leadership skills
Education
Contacts (internal, external)
Level of responsibility or physical demands
Independence

Example of a job matrix

This is an example of a job matrix with job levels within HR among others (click on the image to enlarge):

Tip: you can easily record a job matrix and the different levels in a software tool for career paths

Different job evaluation systems

There are endless different methods for creating a job matrix. In the Netherlands, 10 job evaluation systems are officially recognized.

Here we explain the 5 most important methods:

1. The Hay method

A globally used system that evaluates positions based on knowledge, problem-solving ability and responsibilities. Internationally recognized and suitable for multinationals.

2. ORBA method

Especially popular in the industrial sector. Divides positions into groups based on responsibilities, competencies and physical demands.

3. USB (Universal System Berenschot)

Based on universal criteria such as complexity, responsibilities and required knowledge. Broadly applicable and scalable.

4. The Bakkenist method

Designed for the healthcare sector and non-profit organizations.

5. The CATS system

Stands for Commercial, Administrative, Technical and Social. Categorizes positions based on these 4 work areas.

What do you use a job matrix for?

You primarily use a job evaluation for a transparent, fair and consistent compensation structure. But the most important follow-up question is: how do you apply a job matrix further in HR processes?

1. An objective basis for salaries

A job evaluation indicates the difference in weight between positions, based on criteria in the job profile. This creates objective criteria for setting salary levels.

2. Clear expectations, clear growth opportunities

Because a job matrix is based on job profiles with skills and competencies, managers know which skills to coach team members on, and employees see exactly which skills they need to develop.

3. More development (and retention) with career paths

By using career path software, you show employees exactly what steps to take to grow. This is motivating and helps retain talent.

4. Succession planning

Once you've mapped all job levels and possible career paths, you can use this for succession planning.

🎯 Ready to get started with career paths? Check out our software solution