Guide to salary mapping
How to carry out a salary mapping in Kleer: position and organisation unit, job evaluation, variable parts, salary comparison and deviating salaries.
Why salary mapping?
In the salary mapping you, as an employer, are to assess whether pay differences between women and men who perform equal or equivalent work are related to gender. To be able to make that assessment, you must carry out both a mapping and an analysis. If your company has more than 10 employees, you must also document the work on the mapping and the analysis.
In Kleer the statistics are generated automatically, which saves a lot of time in the process of analysing and mapping your salaries.
More information about salary mapping is available from the Equality Ombudsman (Diskrimineringsombudsmannen).
Complete the steps below to do a salary mapping
The settings for the salary mapping are made in the steps below.
1. Position and organisation unit
Make sure all employeesâ information is updated with the correct position and the correct organisation unit.
The salary mapping automatically fetches updated information that is relevant to the salary mapping. However, employees who have been newly hired since the salary mapping was activated need to be assigned an organisation unit, a position and possibly a level for job evaluation. Employees who have changed position, organisation unit or job evaluation after the salary mapping was activated need to be corrected.
Employees who have left the company disappear from the salary mapping as soon as they are set as inactive in their employment contracts. You can also set employees as inactive manually under settings.
2. Job evaluation
If you want to group employees based on job evaluation, you can do so by setting a level from 1 to 5 on each employee. This makes it possible to compare against other positions doing equivalent work. It is up to you how you use these levels. What matters is to use the levels with a continuity that makes employees and positions comparable.
3. Variable parts
If you want to include variable parts (payroll items that affect pay), you can do so under Manage variable parts by activating any payroll items you choose. Variable parts will affect the average salary at individual and company level if any have been booked. Both custom-created and standard items can be selected.
4. Salary comparison
When everything above is set up correctly, you get average salaries by age, gender and position. Under Filtering you can choose to narrow the comparison down by gender, positions or job evaluation. If you, for example, only want to see the same level in two different positions, you can easily get this view by filtering on two levels and two positions.
5. Deviating salaries
The tab âDeviating salariesâ is used to detect employees who have deviating salaries. If an employee has received amounts paid out through variable parts, you click the arrow next to the name and get the average of the amount for the last year. If employee X has been paid SEK 12,000 as a bonus in the last year, it will say: Bonus SEK 1,000. All variable parts are included in the salary comparison.
You can adjust the percentage, which is the smallest deviation from the average salary within each position. Set the percentage to 0 to include all employees in the list.
You can group by Position or by Job evaluation. Group by job evaluation to identify salaries that stand out from the average across different positions.
Click Export to Excel to save the work with all the data linked to deviating salaries. In this Excel file you can write notes about deviations and justify which actions you plan to take, or alternatively why the situation looks the way it does for each deviation.
6. Overview
Keep track of the up-to-date figures with the distribution by gender, average salary and age in the company.