2021 Radford Platform Renewal

Our Methodology

Integrated Methodologies

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

Job Modules

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:

  1. 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.
  2. 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).
  3. 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.

Leveling Updates

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. Here are a few things that are changing and not changing.

  1. General Approach

    Our general approach to global job leveling for M (Management), P (Professional), and
    S (Support) jobs is not changing.

  2. More Executive Levels
    Based on your feedback, we are moving from 3 to 6 executive levels; 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.
  3. Life Sciences
    To accommodate Life Sciences companies, we will have a new Scientific leveling track.

Job Code Updates

Starting with the 2021 survey input cycle, 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:

  1. Consistent Approach

    The Radford Global Compensation Database is organized in a consistent manner across all job modules.

  2. Intuitive Codes
    The architecture is alpha-numeric based, using intuitive codes.
  3. Pre-Mapping
    We will map your current job matches into the new Radford Global Compensation Database into pre-populated templates in 2021.

 


Peer Group Reporting

In addition to purchasing access/participation to the Radford Global Compensation Database, Radford and TCM survey clients will also be able to purchase access to compensation peer group functionality on the Radford Network®. Access to peer group functionality allows our clients the ability to run an unlimited number of compensation peer group reports each survey cycle regardless of how many custom peer group lists saved.

This revamped peer group feature will allow clients to create peer groups directly in the platform and incorporate a peer group breakout side by side with other breakouts in the same report using the Market Queries tool on the Radford Network.

 



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