Determining categories and levels for your jobs is a key step in your input process. Understanding how the category and level structure works will also ensure that, as you analyze your output, the results are being applied to your organization correctly.
The following general guidelines will help you determine how to level your positions:
- When determining the level, differentiating factors to consider are scope, knowledge, job complexity, discretion, and interaction with others.
- Degree of supervision required is critical in determining appropriate levels.
- You should first consider reporting employees at level 3 positions, where job functions are most populated. Start the review process here before considering other levels, as this is where many employees will match.
- After determining 3 is not the correct level, move outward one level at a time – both higher and lower until you find the best match.
- Read the full Level Descriptions to identify the best level match and report employees accordingly.
- Do not worry if your organization does not have the same number of job levels as are available in the database.
Below is an overview of the 2023 Radford Network categories and levels.
Please note that the level alignment and career architecture varies for each company and industry. To learn more about our leveling structure, checkout our input resources:
Access the Participant Guide or the Data Input Form by logging on to the Radford Network and going to the Resources tab. Both of these documents contain detailed information on categories and levels.
If you are using the Enhanced Radford Network visit the Help Center to find the same documents.