Rewarding and compensating an individual for their skills and competencies
Organisations can use SFIA levels of responsibility to support job evaluation and grading. Particularly useful is the clear difference between the attributes of one level and those at the next level. Aligning job descriptions to SFIA levels provides clear support for job grading.
The attributes of autonomy, influence, complexity, business skills and knowledge are complementary to most job grading methods. This enables salary benchmarking in a consistent way for all the professional disciplines.
The use of SFIA to support job descriptions and professional profiles adds greater objectivity to the assessment of the levels of jobs and of people. The use of SFIA to assess and to analyse an individual’s performance supports making and communicating decisions about the individual’s place within any corporate scale. It is essential that individuals and service providers are recognised for their performance, whether through salary and benefits, bonus schemes or feedback and SFIA can form the basis of such mechanisms.