Second, make sure that each year you get the latest data in order to maintain the relationship between what you pay and what the market pays. Second, go to your market for salary data on at least some benchmark or key jobs in order to establish your pay structure, or schedule and then pay the remaining jobs from that schedule. The job evaluation plan does not need to be elaborate or complex. Usually, it measures the various demands involved in carrying out the job and considers the skill, effort and responsibility required, as well as the working conditions under which the job is performed. A simple approach would be take those factors into consideration and simply group all your jobs into what you deem to be the appropriate number of salary grades.
Assistance is available from anyone with compensation experience.
Sometimes these organizations vary depending on the type and level of job for which you are collecting data. Other salary data sources might include surveys conducted by your denomination or various para-church organizations. These usually come with predetermined markets, but sometimes some customization of the data or the ability to be selective in the data relied on is available. Once you have focused in on appropriate data, use it to establish a series of salary ranges for the various jobs or job groupings that you have determined to be appropriate. Sometimes these salary ranges are constructed in such a way that there is a consistent relationship between the job rate of one level or salary range and the next.