Job grading is the systematic process of evaluating and ranking roles within an organisation based on their relative size, complexity, accountability, and contribution — creating a structured hierarchy of job grades that underpins fair and consistent pay management, career progression, and organisation design. Without a job grading framework, organisations typically accumulate pay inconsistencies over time — where individuals in roles of similar scope and responsibility are paid very differently based on negotiation history, tenure, or manager preference — creating legal risk, morale issues, and talent retention problems.
Bestcare supports organisations in Kenya in implementing job grading frameworks using globally recognised job evaluation methodologies — including the Hay Group (now Korn Ferry) method, the Paterson Decision Band method, and the Mercer International Position Evaluation (IPE) system, as well as bespoke point-factor systems for organisations seeking a more tailored approach. Our job grading engagement covers: role analysis and job description writing for all positions; job evaluation workshops with an HR and line management evaluation committee; construction of a graded job framework aligned to your organisational structure; salary range development — mapping external market data to each grade to create equitable pay ranges with defined minimum, midpoint, and maximum; individual pay positioning analysis identifying employees whose pay is outside the range for their grade; and a transition plan for bringing out-of-range pay into alignment over a defined timeframe. A well-implemented job grading system supports legal compliance (equal pay for work of equal value, as increasingly scrutinised by the ELRC), improves internal equity perception, and provides a transparent framework for promotion and career development conversations.