02 · Management & institutional strengthening
Pay, grading and salary-structure design
We test a defined set of roles against a grading method and design the structure around it, stating exactly which salary data is and is not available.
Tell us what you needWe test a defined set of roles against a grading method and design the structure around it, stating exactly which salary data is and is not available, so the result can be defended.
- Led by
- Prof. Wisdom Gagakuma
- Delivery
- Remote, and on site from Accra
- Fees
- Fixed fee, quoted to your scope
- Free tool
- Salary-evidence explorer
- Contracting
- GKM Legacy Holdings, Maryland
Who commissions this, and when.
Buyers and moments where this work pays for itself, and where it does not.
Who it is for
- Banks and financial institutions
- Public agencies
- NGOs and foundations
- Mid-sized corporates
When to call us
- Pay is inconsistent across similar roles
- A restructure or new roles need grading
- Staff or boards question pay decisions
When it is not the answer
Public job advertisements are not a substitute for a compensation survey. Where market data is thin, we say so and show what it would cost to buy reliable data.
What you receive.
Documents you can use, each with its method and sources attached.
04in the pack
See a demonstration of the output: Specimen · Pay, grading & salary-structure design
Job evaluation
Each role scored with a documented method.
Grade structure
Grades, ranges and progression rules.
Data statement
Which salary data was used, its source and its limits.
Implementation notes
Transition rules and cost implications.
How the work runs.
Each stage ends in something you review before the next begins.
Stage 1 of 5
Mandate
Agree the roles in scope and the principles for pay.
Review pointSigned scope note: the decision, the units in scope and the timeline.
Stage 2 of 5
Diagnostic
Evaluate roles and gather available salary data.
Review pointDiagnostic instruments signed off.
Stage 3 of 5
Options
Model grade and range options with their costs.
Review pointOptions paper reviewed with leadership.
Stage 4 of 5
Validation
Validate with leadership and HR.
Review pointValidation workshop held and comments recorded.
Stage 5 of 5
Implementation
Hand over the structure, the model and the rules.
Review pointWritten acceptance and a handover of files and method.
Scope and fees.
Fees are agreed in writing before work begins. Estimates are shown as estimates.
Fees
Fixed fee, quoted to your scope
Send a brief or book a short call. We reply with a written scope, dates and a fixed fee before any work begins.
What we need from you
- Job descriptions
- Current pay data, anonymised
- Pay policies and constraints
Not included unless agreed
- Purchase of proprietary salary surveys unless agreed
- Negotiation with unions
- Payroll system changes
Led byProf. Wisdom Gagakuma
- Contracting
- GKM Legacy Holdings, Maryland
- Consultation
- from USD 150
Documented experience.
Roles held by the principal who leads this work, each with its source.
- The Professor’s PRIN tenureDevelopment Bank of Ethiopia: competency mappingThe Professor served as principal consultant, through PRIN International, on competency mapping for the Development Bank of Ethiopia. The letter attributes training and development needs definition for more than 500 positions.
Individual experience of our principals, before or outside GKM Strategic Advisory & AI. Not GKM contracts.
Questions buyers ask.
Anything else: ask in a brief.
Do you have salary data for Ghana?
We use what can be sourced and dated, and we state its limits. Our free salary-evidence explorer shows how we treat such data.
Can you evaluate every role?
We usually start with a defined set, then extend once the method is accepted.
Who sees individual pay?
Only the people you authorise; outputs use anonymised data.
Related work
What needs to move forward?
Tell us the decision, the challenge or the opportunity. We reply with a scoped approach, a named principal and a fee before any work begins.
No charge to submit an enquiry.