Need a reminder on what we mean by Job Levels (GGS)?

Job Levels (GGS) are commonly used by organisations such as ours to define the scope, responsibilities, and impact of roles worldwide, ensuring consistency and transparency. It is based on a robust and simple system called the Global Grading System (GGS), provided by our partners at WTW, a leading global HR consultancy. Every role within the organisation is assigned a Job Level (GGS) from 1 to 20.

Job levels (GGS) make it easy for us to see how each job fits within our organisation and make effective decisions on pay, promotions and recruitment. It also gives you a clearer route to map potential career paths.

Note: each role is given a Job Level (GGS) based on its requirements, not individual capabilities.

This includes things like:

• Knowledge required of the business
• Leadership requirements
• Independence in troubleshooting and making decisions
• Impact of the role on the business
• Influence of the role on different parts of our business
• Communication skills required in the role
• Structure of the team you work in

How are Job Levels (GGS) determined?

Job levels (GGS) are determined in a process called Job Evaluation. This process looks at the skills and knowledge needed to do a role, and how much these help the company grow.

Job Evaluation is a consistent way of determining how impactful your role is, when considering its level of contribution to achieving overall business objectives and driving the company’s growth. It gives us a clear picture and common factors to compare roles, both within the same team and across different departments. The process ensures we have an equitable pay structure, which focuses on role content and output, not the role holder or their title.

At Molson Coors, Job Evaluation is based on a robust and simple system: WTW’s Global Grading System (GGS).