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Pay mapping

A pay mapping you can explain and act on.

Pay differences may have objective explanations, but some need further investigation. blueprnt helps you compare the right roles on a shared basis, document the assessment and follow up the actions you decide on.
Book a walkthroughHow the framework creates the right comparisons

How it runs

From structure to follow-up

  1. 01

    The structure is already in place

    The pay mapping builds directly on the job architecture and role evaluation. Every role already has a consistent basis, so the structure does not have to be built afterwards.

  2. 02

    The right roles end up in the right groups

    Roles are grouped for comparison by what is actually valued: content, responsibility and competence requirements. The comparison covers work that is equal or of equal value.

  3. 03

    Differences are made visible and documented

    Pay differences are brought out group by group. Deviations are recorded as they appear, with room for objective explanations and for what needs further investigation.

  4. 04

    Actions live on after the pay mapping

    Every action gets an owner, a status and a place in the report, and is followed up until it is resolved or carried into the next pay mapping.

Equal work

Every pay difference is analysed and explained

  • Group by groupWomen and men in the same role and on the same level are compared.
  • Objective reasonsThe difference is explained by, for example, experience, performance or the market.
  • DocumentedThe explanation and the in-depth analysis are saved in the pay mapping.
A group of equal work in blueprnt: the average pay of women and men, the gap, and each person's pay by age.
The objective reasons blueprnt offers to explain a pay difference, grouped as market, individual and work.

Work of equal value

Work of equal value is compared across role boundaries

  • Across role boundariesA female-dominated role is compared with roles on the same or a lower level that are paid more.
  • The difference shows at onceThe pay gap in kronor and percent, and the number of women and men in each role.
  • Explanation or actionEvery comparison is explained by objective reasons or leads to an action.
Work of equal value in blueprnt: a women-dominated role compared with roles on the same or a lower level that are paid more.

Actions

Differences without objective reasons become actions

  • Owner, date and costEvery action has an owner, a planned date, a priority and an estimated cost.
  • Linked to the analysisThe action is linked to the group or comparison it concerns.
  • Followed up next yearThe next pay mapping starts from last year's actions and their status.
The action plan in blueprnt: each action with its status, the comparison it belongs to, the person responsible and the date.

Reports

The documentation comes out of the pay mapping

The reports come straight out of the pay mapping: a signing report for cooperation with the union, a complete detail appendix, key figures in Excel and an archive package with checksums.

The reports blueprnt produces from a pay mapping: signing report, detail appendix, key figures and archive package.

Follow-up year after year

Each year's pay mapping builds on the last, so the trend shows and the actions can be followed up.

Pay gap over time

6.0%

Want a pay mapping that is easy to follow up?

Get in touch and we will tell you more, or first see how the framework creates the right comparisons.

Book a walkthroughHow the framework works

Or email us at hello@blueprnt.se