A mapping of benchmark jobs based on the salary survey
The mapping was designed to allow simple and quick pairing of the market data. It provides a clear visual model and definition of the different job levels and categories.
The 59 benchmark jobs are organized over 7 levels in 3 job categories (manager, professional and technician), to take into account the scope of the holders’ contributions and experience.
The mapping was designed to allow simple and quick pairing of the market data. It provides a clear visual model and definition of the different job levels and categories.
The 59 benchmark jobs are organized over 7 levels in 3 job categories
(manager, professional and technician), to take into account the scope of the holders’ contributions and experience.
Each benchmark job has a unique code to facilitate searches. This code consists of the following:
Job family code
Job level code
Job unique identifier
Definition of the three job categories
The market data are presented by job categories to reflect the market trends that apply to all employees in that category.
Plans, leads, organizes and supervises the work of a business segment or team. Has decision-making authority to achieve organizational/sectoral strategies and objectives. Has discretionary room for manoeuvre limited by the guidelines defined by the chains of command and by the policies applicable to all the resources at his/her disposal (team, budget, materials).
Designs, analyzes, evaluates and implements policies, practices and approaches related to his/her field of practice through a variety of means of influence (advisory role, research, file analysis, development of procedures, project management, etc.). Has great autonomy within the limits of recognized practices.
Performs technical activities related to his/her field of practice and requiring specific skills. Has some autonomy that is limited by the technical specifications of the work to be performed.
The direct compensation report presents market data segmented into:
Jobs markers
Job levels
Job families
Information technology
Customer service
Development
Infrastructure
Specialized fields
Definition of job profiles
Determines, jointly with the executive team, the strategic directions of the organization and of the sector. Acts as first in line in his/her field of practice and formulates recommendations regarding the organization’s directions. Ensures that recommendations in his/sector or at the organizational level are implemented. Approves requests for human, material and financial resources according to the needs of his/her sector. Acts as the employer’s representative on topics related to his/her field of practice.
Manager
Assumes a decision-making role in order to accomplish the objectives set by the executive team for his/her business segment. Develops, makes recommendations and contributes to the short-term strategic development of his/her sector. Ensures the annual planning and management of human, financial and material resources necessary to his/her sector’s operations. Determines and prioritizes the use of resources. Is responsible for preparing and complying with the allocated budget and defined results.
Supervises members of his/her team. Participates in the development of budgets, action plans, objectives and strategies of his/her sector. Proposes and ensures the implementation of the guiding principles issued by senior levels. Ensures that objectives are reached within the scheduled time frames and with the allocated resources. When faced with complex new problems, takes action and recommends appropriate solutions. In the absence of an expert, can also act as the reference person in his/her area of expertise.
Serves as the reference person for the organization in his/her field of practice and is responsible for developing innovative approaches. Puts forward recommendations related to the development and completion of files or projects with significant conceptual or operational complexity, requiring comprehensive and in-depth analysis and understanding of the field of practice and the organization. Performs a generally functional leadership role in his/her team.
Provides expert support to more experienced professionals in his/her field of practice. Performs research work, completes preliminary analyses and develops draft versions of tools, policies or practices. Participates actively in the implementation of tools related to his/her area of expertise.
Professional
As a high-level professional, proposes solutions to improve or optimize work processes, programs and methods. Contributes to the resolution of complex problems requiring comprehensive and in-depth analysis and understanding of all the variables. Works alongside different internal and external players. Contributes to the transfer of knowledge through functional supervision and coaching of the less experienced members of his/her team.
Assumes a first line advisory role with respect to internal or external players involved in files or projects related to his/her area of expertise. Proposes ideas and contributes to the resolution of problems through his/her analyses and in-depth knowledge of his/her area of expertise. Develops the tools as well as policies and practices related to his/her field of practice.
As the technical reference person for the organization, initiates the development of new work practices, procedures and methods requiring comprehensive and in-depth analysis and understanding of the field of practice and the organization. Possesses vast expertise or unique know-how and puts his/her specific skills to good use to contribute to resolving new and technically complex problems. Performs a generally functional leadership role and assumes a mentor role with members of his/her team.
Assumes a general technical support role by performing tasks in accordance with the established policies and procedures. Assists more experienced technicians in his/her field of practice.
Technician
Assumes the role of technical expert and contributes to resolving technically complex problems. Influences practices, work methods and procedures from a technical standpoint and participates in their development to optimize their quality and effectiveness. Works alongside different internal and external players. Contributes to the transfer of knowledge through supervision and coaching of the less experienced members of his/her team.
Works as a team player to complete technical activities and participates in resolving technical problems. Contributes to the development and improvement of work methods and procedures. May contribute to the transfer of knowledge through supervision and coaching of the less experienced members of his/her team.
The reference document for HRM in IT companies.
