Platform Enhancements: Radford Global Job Architecture and Leveling System

The catalyst behind our job leveling architecture is our clients. We listened extensively about what clients love about what we do, and what things needed to evolve to meet the needs of the innovation industries. To make it easier to use and understand the data we provide, all survey data stored in the Radford Global Compensation Database will leverage the same job leveling and job matching methodology called the Radford Global Job Architecture and Leveling System

What this means for you:

  • One globally consistent input process
  • One output methodology
  • Streamlined ability to port Aon data into third-party tools

To learn more about this exciting enhancement to the Radford survey platform, we encourage you to read more below:

Job Modules

The new Radford Global Compensation Database is structured around "Job Modules". These job modules can be seen as distinct collections of job families; some modules include jobs commonly found at all companies, while other modules include industry-specific jobs that are generally found only within specific industries. There are three important facts you need to know about our job modules:

  • One Database – All of the jobs will be organized in one database with a common input, leveling structure and one job code catalog to ease the submission process.
  • Job Functions – Each job module will be organized into distinct collections of job functions, which describe the job’s core responsibilities (examples include engineering, sales, finance and R&D).
  • Drill Down – Job module structure provides a broad, cross-sector view of the market with the ability to drill down into industries; this is particularly valuable for Executive and Senior Management roles and Infrastructure and Technology job modules.
  Job Module Description
Executive and
Senior Management
Covers activities related to firm-wide, function, area or focus level leadership.
Covers activities related to enabling functions that drive business results. Core roles include communications, compliance, corporate and business administration, finance, hr, legal, marketing, operations, risk mangement, technology and treasury.
Sales Covers activities related to business and revenue generation, supporting customers in finding products, solutions and services that best meet their needs. Sets the direction and policies for sales activities and manages the execution of these plans.
Technology Covers activities requiring an engineering, computer science, or life sciences background that is applied to a problem solution, insight discovery, innovation and product and/or service delivery using information systems, data management or communications vehicles/platforms.
Life Sciences Covers activities related to scientific research and development of products such as pharmaceuticals, biologics, therapeutics, diagnostics, medical devices, animal health, etc.
Retail &
Covers activities related to the sale of goods or services either in traditional stores or via electronic channels including internet sites, mobile applications or social media platforms. May include direct to consumer or business to business transactions
Media & Gaming Covers activities related to the acquisition, development, production, publication and distribution of film, television, animation, radio, podcast, web-based video, streaming, broadcast, print media, electronic games and other forms of media.
Manufacturing Covers activities related to the conversion of raw materials into goods including both consumer and industrial. Core roles would include engineering, production, supply chain, skill trades.
Energy Covers activity related to the fossil fuels and renewable energy sectors, as well as in mining. These types of energy are used to generate power for residential, commercial, industrial and transportation customers.

Job Codes

Radford and TCM survey clients will now use a unified job library and job code methodology. Our unified methodology leverages a new “building block” approach to generating job codes that, while a change for clients, will ultimately be more intuitive to use and support accelerated job-matching processes. Most importantly, our new job code methodology will allow us to generate new jobs faster each year in reaction to shifting workforce trends. Three things to know:

  • Consistent Approach – The Radford Global Compensation Database is organized in a consistent manner across all job modules.
  • Intuitive Codes – The architecture is alpha-numeric based, using intuitive codes.
  • Pre-Mapping – We will map your current job matches into the new Radford Global Compensation Database into pre-populated templates in 2021.

The general layout of the job codes is the Function + Area + Focus + Level. As an example from the Engineering function, the Software - Applications Development – P3 job would be:


Function + Area + Focus + Level
The primary activity that describes the type of work performed   The specific segment of the business or type of work performed; summarizes the general responsibilities and shared purpose behind performing specific jobs   The most precise definition of purpose for, and actions taken by, employees in order to deliver on the expectations of clients, colleagues, regulators or leaders. What we do   The career path and market level of an individual job based on a consistent set of defined dimensions.
Examples include Engineering, Marketing, and Research & Development   Examples include Electronic Design, Accounting, Research   Examples include Analog Design, Digital Design, UI/UX Engineer   Examples include Entry (P1), Developing (P2), Expert (P5)


Radford Global Leveling System

We have developed a globally consistent leveling structure to fit the unique and specific needs of our clients. A consistent leveling structure enables more robust and diverse analytics across sectors, geographies, and jobs. Here are a few things that you should be aware of.

  • General Approach – Our general approach to global job leveling for M (Management), P (Professional), and S (Support) jobs is not changing.
  • More Executive Levels – We are pleased to announce a more robust and flexible Executive level offering with six levels from CEO to VP (E6, E5, E4, E3, E2, E1). To provide more specificity for executive roles via level changes, we are adding a number of “executive scoping” categories such as organization level, financial scope, reporting layer and geographical responsibility.
  • Life Sciences – We are introducing new Technical / Scientific levels within our Life Sciences offering. We continue to offer the core Radford career tracks of Management, Professional and Support.

The dual career ladder found in many organizations offers employees the ability to earn similar levels of compensation in both management and professional tracks. There is generally a “1-level off” relationship in pay, as shown below here in the Management and Professional columns. There remain executive-level equivalent individual contributor jobs that are above the P7 (Senior-Director equivalent technical expert) called Fellows and Senior Fellows that align with E1 and above. The Technical/Scientific levels are new and will only be used by life sciences companies.

Executive Management Professional Technical/Scientific Support
E1     T7  
  M6 P7 T6  
  M5 P6 T5  
  M4 P5 T4  
  M3 P4 T3  
  M2 P3 T2  
  - - T1  
  M1 P2    
    P1   S5


Please stay tuned for additional updates regarding our exciting July publication. In the meantime, if you have any questions, please don't hesitate to contact your survey consultant.


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