Seniority: explain pay differences within a role

Two people in the same role can be paid differently for a good reason: one of them carries more responsibility. Seniority gives that reason a shared language. It describes a person's responsibility and reach within their role, never their performance, and it never changes the role's level. You find it under Seniority in the People menu.

Framework: a shared language for responsibility

The Framework page describes how a person creates value and how much responsibility they carry: three tracks (IC, Lead and Manager), eleven seniorities and the paths between them. It is the same in every organization. Select a seniority to see what it takes, compare it with the seniorities around it, and download the framework as a PDF to share with your employees. See The seniority framework.

Placement: assess the person, not the title

On Placement you place each person's seniority within their role. Two questions, on reach and autonomy, suggest a seniority, and you decide. The import's suggestion is only a starting point and shows as a dashed badge until the person is assessed, and "Assess role" takes a role's people one after another. See Setting seniority.

Overview: see the whole organization

The Overview shows on the framework's map how many people stand on each seniority on a day you choose, by track and seniority band, and which paths lead to a seniority. It describes the organization's structure, never a ranking of people, and it shows no pay. See The seniority overview.

Pay mapping: an objective reason you can show

Seniority is now one of the objective reasons for an equal-work group. Choosing it shows three checks: whether pay rises with seniority within each track, how many of the group's placements were assessed, and whether women earn less than men at the same seniority. The detail appendix prints them with the group's reasons. See Documenting a group.