Staff Grading Chart (SGC)

Imagine a situation where a clerk with continuous pay increments every year, after 10 years as a meager Clerk, his pay then may be more than a newly hired Finance Manager!

This anomaly does happen. I have seen it happen. A newly hired Finance Manager may find his aged Clerk drawing more than him!

It is advisable to do a “Staff Grading” in your organization.

Each Staff Grading should come with Academic and Working Experience specifications. Hence, there will be a cap on a staff pay after some time if his or her grading is not upgraded.

Upgrading means getting a promotion.

Doing up a Staff Grading Chart is also a way to give clarity to your Staff of the career path progression they can expect in your company.

This motivates staff performance, eliminates bias and anomaly in staff salaries in your organization.

Hence, every Appointment Letter attached with a Job Description given to a new joinee should have a Staff Grading clearly indicated on it.

Super performer may get a double promotion by skipping a Grade, but this is very rare.

On the contrary, bad performer can be demoted before being counseled out.

Discipline is hence put in place in your Organization.

Remember, Work is never difficult. It is Handling People in a company which needs Skill.

Good luck!