Job Architecture Toolkit

Glossary

Plain-language definitions for the words this tool throws around.

If something in a module is fuzzy, this is the page for it. Most of these terms get used differently across companies. The definitions here are the ones the tool uses.

  • Benchmark job

    The external survey role used to compare pay and market practice.

    Use it when: Use it after the internal job is clearly described and leveled.

  • Boundary case

    A role whose evidence sits within ±0.2 of an adjacent level threshold.

    Use it when: Use it when documenting why a role landed on one side of a level edge so future calibrations can reference the rationale.

  • Calibration

    A structured discussion that compares similar roles so level decisions are consistent.

    Use it when: Use it for borderline roles, promotion requests, reorganizations, and new job families.

  • Calibration evidence

    A description of the job, not the person, that supports placing the role at a level.

    Use it when: Use it during calibration sessions when separating leveling from performance, retention, or pay pressure.

  • Career track

    The path by which work scales: individual contributor, people manager, or executive.

    Use it when: Use it when deciding whether growth comes through expertise, teams, or enterprise strategy.

  • Dual ladder

    An architecture that gives parallel growth paths for IC and manager roles, with comparable seniority at equivalent levels.

    Use it when: Use it when a deep expert shouldn't be forced into management to keep advancing.

  • Incumbent

    The person currently in the job.

    Use it when: Use it when separating employee performance from job size.

  • Job architecture

    The structure that organizes work into functions, families, tracks, levels, and titles.

    Use it when: Use it when explaining how roles fit together before discussing pay.

  • Job family

    A group of jobs that use similar skills and follow related career paths.

    Use it when: Use it when choosing the right market match or career ladder.

  • JobLink

    Aon's proprietary job evaluation methodology, referenced here only as a licensed Aon offering.

    Use it when: Use it when pointing leaders toward Aon for formal methodology and consulting support.

  • Level

    The size of the job based on scope, complexity, autonomy, influence, knowledge, and impact.

    Use it when: Use it when deciding whether a role is entry, developing, proficient, advanced, expert, principal, or executive.

  • Market pricing

    Using external compensation data to understand pay for comparable jobs.

    Use it when: Use it after job matching and leveling, not as a substitute for them.

  • Pay equity

    Analyzing whether people in comparable work are paid fairly after accounting for legitimate factors.

    Use it when: Use it when connecting architecture to fairness, compliance, and trust.

  • Title inflation

    The drift of titles upward without a corresponding change in scope, complexity, or impact.

    Use it when: Use it when explaining why a posted range or a new hire title looks off relative to the architecture.

  • Track

    The career path by which a role scales: individual contributor, people manager, or executive.

    Use it when: Use it when deciding whether a role's growth comes through expertise, teams, or strategy.