How It Works
From job descriptions to reporting
SmartFP integrates the entire transparent compensation process into a single system. Each step builds on the previous one, creating a clear workflow from data preparation to reporting.
Job Description
First, create standardized and up-to-date job descriptions. For each position, document its main responsibilities, required knowledge, competencies, job demands, and expected results.
This will give you a clear basis for further evaluation of the positions, so you won’t have to rely solely on their titles.
Job Classification
You will then evaluate the job positions based on predetermined and objective criteria, such as expertise, responsibility, autonomy, the complexity of the work, or the impact on the company.
The result is the consistent classification of positions into the appropriate levels, grades, or pay ranges.
Comparable Groups
Based on the classification, you will create groups of employees who perform the same work or work of equal value.
When making comparisons, you can take into account factors such as seniority, work schedule, location, work arrangements, or other objective circumstances. This ensures that you are comparing employees who are truly comparable.
Compensation Analysis
SmartFP compares compensation across different groups and helps identify unusual or risky discrepancies.
HR can track the average, median, pay ranges, trends over time, and differences between women and men. At the same time, it can document objective reasons why the compensation of specific employees differs.
Employee Requests
If an employee requests information about their compensation, HR has the entire process in one place.
SmartFP allows you to log a request, enter the necessary data, prepare a response, submit it for approval, and maintain a history of the entire process. This reduces the risk of errors and the need for time-consuming searches for information.
Reporting
Finally, you will prepare reports for management, HR, and any required regulatory compliance.
Reporting may include pay gaps, risk groups, trends over time, pay ranges, and explanations for deviations. The necessary data is thus not generated by manually combining several spreadsheets, but directly from the current data in the system.
What You’ll Get
It’s not just about the gender pay gap. The new rules will affect hiring, salary setting, job comparisons, and communication with employees.
One system
Data, processes, and reporting—all in one place.
Objective Rules
Comparisons based on clear criteria.
Less paperwork
Faster analyses, requests, and reporting.