Level Guides
set forth the criteria (i.e., the experience, education, skills, duties/tasks, and supervision given/received)
typically used to distinguish between or among the various levels of a job.
Position Descriptions
include the current benchmark job description used by participants to facilitate job matching.
Global Grades
are the end result of a systematic approach developed by Watson Wyatt Worldwide. They were designed to
support survey job matching on a consistent worldwide basis. The structure has been applied to each job and
job family currently found in this survey. Included is a map which diagrams the structure.
Level Guides, Position Descriptions
and Global Grades
Level Guides
Level Guide PROF4
Position Descriptions
Pos.
Code Executive
0870 Top Human Resources Executive (with Labor Relations) Global Grade(s): 15-19
Directs the development and implementation of most or all company-wide human resources policies and programs covering
employment, orientation, training, labor relations, compensation, AA/EEO compliance, organization development,
relocation, safety and health, benefits, employee relations, records, employee assistance, etc.
0880 Top Human Resources Executive (without Labor Relations) Global Grade(s): 15-19
Directs the development and implementation of most or all company-wide human resources policies and programs covering
employment, orientation, training, compensation, AA/EEO compliance, organization development, relocation, safety and
health, benefits, employee relations, records, employee assistance, etc.
Division/Subsidiary/Plant Management
0882 Top Division/Subsidiary Human Resources Executive (with Labor Relations) Global Grade(s): 14-17
Develops and implements human resources policies and programs for a division/subsidiary, consistent with policy guidelines
established by Corporate executive management, covering several of the following: employment, orientation, training, labor
relations, compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employee
relations, records, employee assistance, etc.
0883 Top Division/Subsidiary Human Resources Executive (without Labor Relations) Global Grade(s): 14-17
Develops and implements human resources policies and programs for a division/subsidiary, consistent with policy guidelines
established by Corporate executive management, covering several of the following: employment, orientation, training,
compensation, AA/EEO compliance, organization development, relocation, safety and health, benefits, employee relations,
records, employee assistance, etc.
0921 Plant Human Resources Manager (with Labor Relations) Global Grade(s): 13-16
Administers human resources policies in a plant environment. Procures human resources, training, compensation, and other
activities needed to carry out human resources objectives and programs.
0922 Plant Human Resources Manager (without Labor Relations) Global Grade(s): 13-16
Administers human resources policies in a plant environment. Procures human resources, training, compensation, and other
activities needed to carry out human resources objectives and programs.
International
0881 Top International Human Resources Executive Global Grade(s): 15-19
Develops, implements and coordinates expatriate and local national country policies and programs covering employment,
placement, orientation and training, transfer and relocation, post allowances, housing, education, labor/employee relations,
compensation, organization development, safety and health, benefits and employee services. Directs the development and
consistent application of human resources policies and practices throughout all international locations of the organization.
Pos.
Code International (continued)
0919 International Human Resources Associate Global Grade(s): 10-14
Administers and interprets policies and regulations to ensure accurate payment of all expatriate allowances as well as special
items such as moving expenses. May generate cost projections for assignments. Researches federal, state, and local expatriate
taxation as well as relevant host country regulations to ensure compliance. May reconcile data and work with payroll to
resolve differences.
Pos.
Code General Human Resources (continued)
0903 Human Resources Metrics Analyst Global Grade(s): 9-11
Analyzes financial and/or operational costs/benefits associated with a variety of human resource functions and practices
including but not limited to: staffing/cost of hire, training and development.
Pos.
Code Compensation and Benefits (continued)
1035 Compensation Supervisor Global Grade(s): 10-14
Supervises the established wage and salary management program, consistent with employer's policies and all applicable
federal and state laws. Maintains the established job evaluation system and serves on job evaluation committees. Plans and
administers the conduct of or participation in wage and salary surveys; analyzes survey results and recommends changes to
the compensation program to maintain compensation objectives and competitive position in the marketplace. Monitors the
compensation aspect of the promotion and merit rating programs to ensure adherence to established policies. May participate
in the implementation and administration of short-term variable pay programs; may monitor the effectiveness of such
programs and recommend changes as appropriate. Prepares periodic or special reports relevant to the compensation function.
See Level Guide SUPV3.
Pos.
Code Employment/Equal Employment Opportunity/Relocation
1257 Top Employment/Recruiting Executive Global Grade(s): 14-17
Directs the development and implementation of the organization's plans, policies, and programs designed to attract and retain
talent that creates a competitive advantage. Develops and maintains relationships with outside search firms and placement
agencies.
Pos.
Code Employment/Equal Employment Opportunity/Relocation (continued)
1521 Executive and Management Recruiter Global Grade(s): 13
Selects, interviews, and recommends placement of candidates for executive and management positions. Schedules and
conducts interviews with candidates for placement. Consults with management to identify and recommend the most qualified
candidates. Extends offers to selected candidates and arranges for relocation when necessary. Develops effective working
relationships with executive search firms and placement agencies. Selects recruiting sources and techniques to fulfill
organization needs by attracting qualified candidates.
Pos.
Code Employment/Equal Employment Opportunity/Relocation (continued)
1227 Employee Relocation Manager Global Grade(s): 13-16
Manages all aspects of the employee relocation process to control disruption and lost work time for the employee, and cost to
the organization. Arranges for or advises transferees and their family members on the sale or buy-out of residential real
estate, leases, transportation of household goods, purchase or rental of a residence at the new location, transfer of necessary
office equipment and supplies, and other activities to facilitate the relocation. Approves cost estimates and expense vouchers.
Oversees the disbursement of any move-related funds such as cash advances, reimbursements, allowances, bonuses, etc.
Employee Relations/Services
1195 Employee Relations Manager Global Grade(s): 13-16
Manages all aspects of the employee relations function. Develops, recommends and implements approved organization-wide
employee relations policies and practices. Ensures the uniform and equitable application of organization policies and
procedures. Conducts organization audits to identify employee relations issues, and takes appropriate actions to address and
resolve those issues. Coordinates exit interviews and grievance procedures.
Pos.
Code Employee Relations/Services (continued)
0975 Employee Assistance Program Supervisor Global Grade(s): 10-14
Supervises employees engaged in coordinating the operation of the Employee Assistance Program. Provides counsel and
advice to employees on the treatment and resolution of job-related or personal problems. Investigates, recommends and
maintains close associations with outside treatment and counseling facilities. Recommends changes or additions to the
program that reflect employee needs. See Level Guide SUPV3.
Pos.
Code Occupational Health and Safety (continued)
1510 Safety Representative Global Grade(s): 9-13
Plans and administers training programs in accident and fire prevention and protection, and other employee safety
procedures. Prepares and distributes educational materials and information, audits company facilities, and recommends
actions for the correction of hazardous situations for compliance with OSHA regulations. Compiles and submits required
OSHA accident reports. See Level Guide PROF4.
Pos.
Code Occupational Health and Safety (continued)
1370 Head Industrial Nurse Global Grade(s): 12
Directs nursing service activities in the workplace. Assigns duties to professional and auxiliary nursing personnel in
accordance with industrial physician's instructions and supervises and evaluates their work performance. Directs preparation
and maintenance of employee patient's clinical records, and compiles reports on staff performance and medical services
rendered. Ensures established inventory standards for medicines, solutions, supplies and equipment, and accounts for
narcotics.
Security
0875 Top Security Executive Global Grade(s): 15-18
Plans, directs, recommends, and implements policies and procedures to ensure the physical protection and security of the
organization's property and assets. Oversees the maintenance and effective operation of the organization's security equipment.
Acts as a liaison with local, state, federal law enforcement agencies on all matters pertaining to security.
Pos.
Code Training and Development (continued)
0907 Human Resources Planning Manager Global Grade(s): 13-16
Directs the short- and long-range planning of the organization's human resources and staffing programs. Establishes policies
related to all aspects of human resources, including but not limited to employment, EEO, employee or labor relations,
training and development, succession planning, and employee services programs. Develops specific programs and advises
functional managers on implementation. Recommends changes in human resources and/or staffing programs to maintain the
organization's objectives and competitive position in the marketplace.
Information Systems
0900 Human Resources Intranet Web Manager Global Grade(s): 13-16
Manages and coordinates the design, development, and maintenance of corporate HR intranet web pages. Prioritizes web
development activities and implementation, ensuring accuracy and timeliness. Develops HR web standards. Creates tracking
tools and provides summary data to management. Develops hardware and software recommendations. Interfaces with
corporate web technology experts, HR specialists and vendors.
0895 Top Human Resources Information Systems (HRIS) Executive Global Grade(s): 15-17
Plans and directs all aspects of design, development, testing, implementation, and maintenance of new or modified human
resources information system(s) to meet the organization's ongoing needs. Researches, analyzes and selects appropriate
hardware and software. Coordinates with internal IS/IT staff to ensure the effective integration of HRIS with other business
applications, as appropriate.
Level Guides, Position Descriptions
and Global Grades
Pos.
Code Information Systems (continued)
1461 Human Resources Information Systems (HRIS) Manager Global Grade(s): 13-16
Manages the integration of present human resources office procedures into electronic data processing systems in support of
human resources administration and projects. Develops, tests, and implements new or modified systems to meet changing
requirements. Recommends new equipment or software to support human resources objectives. Prepares periodic or special
reports relevant to the human resources function.
1463 Human Resources Information Systems (HRIS) Supervisor Global Grade(s): 10-14
Supervises the implementation and maintenance of human resources records into electronic data processing systems.
Implements efficient means of data collection and maintenance. Supervises generation of regular and special reports
regarding employee skills, pay data and related information. Recommends changes in methods or procedures to increase
efficiency. See Level Guide SUPV3.
1465 Human Resources Information Systems (HRIS) Analyst Global Grade(s): 9-13
Researches, analyzes, designs and maintains desktop computer systems in support of human resources administration and
projects. Continually monitors information needs and designs new or modifies existing systems to meet changing
requirements. Serves as liaison with information systems staff in resolving programming and related problems. Recommends
new equipment or software in support of objectives. See Level Guide PROF4.
1472 Human Resources Information Systems (HRIS) Clerk Global Grade(s): 5-8
Enters and controls data from confidential employee records in the organization's computerized Human Resources
Information Systems. Reviews source documents for accuracy and completion of data input, and verifies output. Generates
and distributes a variety of reports and statistical summaries regarding employee skills, pay data and related information.
May develop queries and generate more reports for authorized personnel. See Level Guide SUPP3.
Labor Relations/Legal
1440 Top Labor Relations Executive Global Grade(s): 15-19
Directs the development and implementation of the organization's plans, policies, and programs designed to maintain
satisfactory relations between management and organized labor, as well as union avoidance. Conducts, participates in or
advises on contract negotiations. Provides interpretation of federal and state legislation, and collective bargaining agreements.
Represents the organization in arbitration cases and hearings.
Global Grades
In order to address the variety of ways companies describe and structure jobs in markets around the world,
Watson Wyatt has developed the Watson Wyatt Global Grades. This Global Grading System is designed to
underpin survey job matching on a consistent world-wide basis.
The Watson Wyatt Global Grades methodology allows companies to compare positions in this reference with
those in other references, from country to country, and has its roots in basic job evaluation. The sizing factors
selected are transferable across national boundaries and provide an appropriate mechanism for job matching.
The factors include a combination of input factors such as the knowledge, skills and competencies demanded
by a job/role as well as output factors such as the nature and scope of impact of the job/role within the
organization/business.
We have used the factor plan to evaluate a broad sample of jobs from our existing survey databases around the
world. (The Watson Wyatt Data Services Global 50 Remuneration Planning Report includes selected jobs
that are common and stable to all countries/markets. Many of these jobs are found in all sectors; however, the
data provided in the study are sourced primarily from the Industrial, High Technology, and Service Sectors.)
Because the use of evaluation points on an ongoing basis to differentiate relative job size can be very
burdensome, we felt that a Global Grading System would be a more immediately useful tool.
Additionally, we found that while a factor plan will differentiate between job roles as a direct result of
organization size, it may not be sufficiently sensitive to reflect all organization scope differences that are
important in the collection and analysis of market data, particularly at senior job levels. We discovered through
extensive research that there are a number of quantitative and qualitative factors that play a stronger part than
others in determining the size of roles of senior executives including:
Sales/Turnover
Total Assets Under Management (for Financial Institutions)
Number of Employees
Complexity/Diversity of Organization and Markets (Domestic, International, Global)
Geographical Breadth
The Watson Wyatt Global Grades methodology described above is a 25-grade job-worth hierarchy, and has
been applied to each job and job family currently found in all of our surveys/reports. The hierarchy is mapped
out diagrammatically at the end of this section.
Benchmark Roles/Jobs
Each benchmark job, and its levels contained in this survey/report, has been assigned a discrete global grade
(GG) or a range of grades.
These levels either reflect a difference in the scope of skills requirements/responsibilities of a single job/role, or
different jobs/roles within an organizational hierarchy.
Level Guides, Position Descriptions
and Global Grades
Many participants use a series of broad bands or role levels within their internal compensation program. Our
Global Grading System can easily reflect that, as shown in the descriptions that accompany each of the
groupings listed below and portrayed in the Global Grade Map.
Clerical/Technicians - GG 5-8:
This category covers all clerical, administrative and secretarial staff with little or no supervisory responsibility
but that contribute independently through their skills to the organization, e.g. junior staff in finance, marketing,
office services and personnel functions.
It also covers basic computing/data processing staff such as operators, customer service assistants and skilled
craftsmen/technicians, as well as senior production operators and occasionally team leaders in manufacturing
environments.
Management Career
GRADE 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25
1st LINE
TOP MANAGEMENT
TOP MANAGEMENT
MIDDLE
MANAGEMENT
SUPERVISOR
Professional Career
1 2 3T 4T
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25
SENIOR PROFESSIONAL
PROFESSIONAL
TECHNICIAN
SR. CLERICAL/
ADMIN.
CLERICAL/
ADMIN.
ANCILLARY
16 17 18 19 20 21 22 23 24 25
Number of
90 240 620 1,600 4,100 10,600 27,500 75,000 200,000
Employees
Turnover
75 150 500 1,000 2,000 5,000 10,000 50,000 100,000
(US $ MILL)
Medium 18 21 22
High 20 23 24